ChicExecs Senior VP of Elevate, Lydia Vargo, shares her tips on the do’s and don’ts of building a successful team on Forbes blog. Enjoy this excerpt from the feature.
Teamwork makes the dream work, and that’s definitely true in a corporate environment. You need a solid team to get your business across the finish line, but strong teams don’t materialize on their own.
As a business leader, it’s your job to create a strong group of advocates for your division and business. Doing so requires an intentional approach, so follow these do’s and don’ts to help build your most successful and bonded team.
Every employee is good at something. If Jeannie really likes social media, why not let her take charge of a new Instagram campaign? Or if Robbie likes chatting with people, why not put him in a client-facing role?
Comparison is the root of resentment, and it can kill your team’s identity. Never compare team members to one another. Managers often do this in the hopes of motivating their team or creating a little friendly competition, but more often than not, the opposite happens. Comparison is demoralizing, so if you want to build a team, don’t pit them against each other.
You need to keep the lines of communication open to build a team. That means addressing the team as a whole as well as individual employees. Create recurring appointments on your calendars for weekly one-on-ones with all employees. Schedule a weekly all-hands team meeting to recognize accomplishments and choose team priorities, too.
There is no “I” in “team,” so don’t brag about an individual employee too much, even if they are indeed a rock star. You shouldn’t have a favorite team member that you put on a pedestal, as this can lead to resentment that sabotages team cohesion.
Give your team a chance to unwind and get to know each other outside of work. Schedule regular team bonding experiences to encourage positive, lighthearted memories together.
New managers are often guilty of suppressing conflict as a way to encourage harmony. But sweeping problems under the rug only makes them worse; your team has to navigate through conflict to stay strong.
Maybe you prefer to be a hands-on manager, but your employees just want you to operate in the background in a support role. If you insist on being hands-on with a hands-off employee, they’re going to feel smothered. This is why every manager should identify how their employees prefer to be managed and adjust their approach accordingly.
Read Lydia’s entire blog here.