Get to Know How to Build a Successful Working Team

All the team-building activities, seminars, and retreats would amount to nothing if you, who is in charge of forming a successful working team, couldn't differentiate the reason for having a (successful) working team and how to have one. You might insist that you know it well, but it might not be.

Most people want to join a group because they want to be a part of something. It could be a sense of belonging, which is often shared by a common interest or two. Many members like to enjoy the company particularly those experience that is documented (in social media). And then there are a few who like to lead the pack. It could be their personality, also a desire to keep the group intact as long as possible. This set-up won't be good enough if you want a working team.

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You must discuss the expectations. The first step to build a successful working team is to tell your people about the mission and vision of the company. This should make them realize that there's more to the job. Call it the bigger picture. After all, the ultimate goals of the company must be long term. This is where you identify the things that the company expect from your team. They must know it too well, such that there won’t be any need for clarification.

Your team must understand why they are part of the bigger picture. No two employees have the same set of tasks. In other words, you must expect different responses. It would reflect the varying degrees of comprehension, which should be addressed right away. Encourage them to speak about it, making sure that no one would make fun of it. If you think something is missing, then remind that employee in a polite, professional tone. This may be the crucial step, as a total understanding could motivate your employees to give their best effort. And that's what the company expects from you.

You must remind them about competence. You may outline the vision and mission of the company clearly, and then explain the expectations of the company in the simplest terms. (It would be direct as well.) This could be a waste of time if your people are incompetent. The shutdown of a company may be the worst scenario, but you wouldn't think of it. You should have hired the best people after the interview process. After all, you don't need to remind them about slacking. Some companies choose to dangle a stick to the employees, with a carrot at one end of it. This is the best way to motivate them, where incompetence would be a no issue.

You must show your high level of commitment. Words may not be good enough. so you must lead them by example. You could be a hard-working superior, who wants the tasks done before the final hour (of the working day). This high level of commitment doesn't come with a price, though. (It would be wise to take a break.) You might not get the same thing in return, though. Some members have problems, which distract them. Motivation would be an issue. There are others who won't give their heart and soul into the job. They are rather sensible about it. (If you don't have a family, then you may not get it.) Ask them in a gentle manner, but don't do it anytime (or anywhere). It doesn't mean that you can't lighten up, yet you want to see a turnaround soon. Try persuasion, and reward them for having earned it.

You must highlight positive consequences. There must be rewards for good performances, probably more if it would become frequent. A promotion should be one of the possibilities, so spread the word. This accountability doesn't limit to those who want a citation for Best Employee. If someone is about to fall below expectations, then you should remind that person about the consequences that could have a lingering effect in the workplace. It may be not so different from being aware (and responsible) for team achievements, but you don’t want to miss it.

Understanding Cultural Change

Most companies follow the traditional kind of organization, where the mission and vision reflect on the hierarchical state. It may not be the case nowadays, as the future would see not a few breaking the rules. There’s nothing new to it, but you should be able to explain the shifts that lead to these changes. Not all could be helpful, which you must sense it from the beginning.

You must be able to show off your creative innovation, which would rub off with the other students from other departments. This would be the only way to keep the company from stagnation. It also put a spark, which may have been missing for some time. There must be good communication as well. Even the best professionals could make mistakes in (written) communication. It should be a reason, though.