Ask any company whether their organization culture encourages the growth of super teams and almost everyone will say yes. It’s a great ideology and one that we’d all like to boast about but in reality, day to day activities often discourage the growth of super teams. Are you internally shaking your head and thinking “My organization really does support awesome teams!”. I challenge you to ask all the questions below and rate yourself on how strong your corporate culture is for encouraging the growth of super teams.
Start from the Top
By top, I mean the very top. Starting with the chiefs and their direct reportees. And I mean each and every single one of them. Not one single person can be considered an exception if you want to have a corporate culture which encourages exceptional team work.
- Is there any legacy employee who feels like they don’t entirely fit in with the current workforce?
- Does the senior team respect each other’s views on the importance of delegating work to their teams and encouraging their growth?
Encourage Down Time in Communal Areas
Doesn’t sound too important does it? In today’s fast paced world one would think that it’s crucial to do as much work as possible during the time available. However, by having areas which are created with the aim of getting people to talk to one another you’ll be able to encourage inter and intra team communication.
- Is your lunch break policy and area created in such a way that cross divisional teams get to interact with one another?
- Do you have extra-curricular activities set up within office premises such as foosball, table tennis or a gym? If yes, are people encouraged to use them?
Never Hire Out of Urgency
Many HR professionals have a KPI which defines how long they have until an open position has to be hired for. What often happens is the best is not found, instead the most available is hired. The only way you’ll truly be able to have a solid corporate culture which encourages super teams is by hiring people which fit into your company’s mindset.
- In the past year, how many open positions can you think of which were filled but not with the best candidate with corporate culture in mind?
- Where does corporate culture stand when it comes to selecting a new hire? Is it the highest priority? Second? Third?
Make it Personal
Bifurcating work and business is important but the lines usually become blurred because so many people are constantly available online. This means that we are now more aware of coworker’s personal situations such as family and health issues. Also considering that we spend more time in the office than at home, it’s nice when colleagues become kind of like an extended family. This is especially true in Asia where the “human” in human resources is extremely important.
- Do you know about what personal worries your team members have? Do other senior team members know the same?
- Do people turn to you when they need guidance in something, whether it be personal or professional? Do people in the company generally have access to someone who can guide them?
Trust underscores all the points above. Team outbreaks are a great way to build super teams since all activities build trust in one form or another. If you liked these points, make sure to subscribe to the blog to get regular updates on strengthening your organization.