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Creating a Team Building Culture

 

Last time, we discussed “what not to do” when your mission is creating a culture that puts a high value on strong teams.  We identified the four things you must do to create a

Team Building Culture and they are:

  1. Assess the individual employee
  2. Assess the leader
  3. Assess the team
  4. Create a culture that values engagement

We begin with employees, because they are the foundation of your strong teams.  First, make sure they are in the right jobs. The average employee wants more than just a paycheck from his employer, many want training and stimulation so they can develop and promote. You can provide this opportunity using predictive performance or job matching technology. This way, you can strategically invest in your people, fully developing them for the jobs they are in, and you can tailor specific training for career advancement.

Identify your target employees, those who fit well in their current job, are fully engaged in their current role, and whose performance exceeds expectations. This is the kind of employee who achieves goals and has the ability to elevate the performance of other employees, teams, departments, and divisions. The right assessments will tell you about employees’ cognitive skills, job-related behaviors and occupational interests. You’ll need the right data for identifying your stand-out, target employees and those employees who are doing a good job but may not yet have emerged as your rising stars.

Challenge your employees! Managers may be four times more engaged than frontline employees because they have additional responsibilities. Give your employees stretch goals and let them learn from their mistakes. This will enhance the level of employee engagement.  Get their feedback as you challenge them because what you learn from them can be extremely important in helping implement solutions. Try this approach: Encourage the employee to identify: What can be improved?  What do we need here?  What can be adjusted? What should we start or stop doing?

The actions of senior leadership, managers and supervisors are the key drivers of your employee engagement. This is critical because it needs to be a vital part of every leader’s job profile and leadership skill set.  Next time, we’ll learn the value of assessing your leaders to reveal how adept they are at engaging those on their teams.  We will show you how!

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