Help Your Employees Work as a Team With These Strategies

It’s nice to have independent workers, but it can be difficult to get them to switch gears when it’s time to collaborate on a project. Brief everyone on expectations before a team project to encourage the change in mindset necessary to work as a team, agree on aspects of project execution, solve problems together, and share ideas. Take a few minutes to prep your own perspective, too! You’ll find doing so really benefits project scope, direction, and results.

Maybe your work doesn’t lend itself to collaboration. That doesn’t mean that everyone should spend the day at their desks without interaction, however. In this situation, look for ways to work together as a team even if they fall outside your normal business operations. For example, plan a periodic day of service together or have in-service days dedicated to communication, collaboration, and culture. Look for creative opportunities to bring teamwork to your workplace.

Some of the best business ideas result from taking a risk. To take advantage of this effect, make sure everyone on your team feels welcome to speak without judgment. From surprising ideas to constructive criticism, encourage all forms of free-flowing communication at your workplace to create a culture in which members feel comfortable taking action and ownership.

“Do as I say, not as I do” doesn’t cut it in the workplace. If you’re not primed for teamwork and collaboration, your team will feel the lack of enthusiasm and act accordingly. If you want to infuse teamwork into your company culture, make sure you show your staff the way with your own actions and attitude.

By the same token, set the bar for your team by practicing participative leadership. Take an active role in assigning tasks, following up with task owners, assessing progress, and giving the team direction. See yourself as part of the team, not apart from it. Gallup estimates that the dedication and commitment of the manager accounts for up to 70% of the team’s engagement level.

Participative leadership is practiced in leading meetings, assigning tasks, recording decisions and commitments, assessing progress, holding team members accountable, and providing direction for the team. This means that every participant on the team must actively contribute to leading the team to successful outcomes and contributions.

Learn More: Habits to Cultivate if You Want a Promotion

While disagreement normally arises with honest, open communication, treating these conflicts respectfully can make a big difference in the emotional temperature of your workplace. Practice with team members by role-playing common employment disagreements and modeling ways to respond candidly but kindly when offering an alternative viewpoint or providing feedback.

When problems do arise among team members, managers should have a clear framework for addressing these issues without picking sides. Rather, they should hold employees accountable for moving toward a solution together (outside of situations involving harassment, discrimination, or inappropriate work conduct of course).

Learn More: Companies That Value LGBTQ+ Equality

Don’t wait for a formal meeting to check in with your team members. Make daily huddles and informal coffee chats part of your workplace culture. Set standards for how often it makes sense to meet in person and norms for cultural communication in your office (doors open or closed, for example). You should also discuss the right types of communication for different types of messages. Practice using appropriate channels for content that relies on face-to-face communication, direct messages, email, or phone.

As the manager, getting to know every team member will improve the bond your team shares. In addition, you will become familiar with each member’s strengths and weaknesses and understand how to best leverage these qualities to meet your business goals. You should be able to draw a clear connection between the strength of your teams, their objectives, and your larger mission.

Learn More: Why You Should Stop Using the Term “Performance Review”

Your team can’t truly coalesce until every member feels he or she is working toward a larger goal. No matter what the purpose of your company or organization, your vision and mission statements should be an integral part of your team-building materials. Emphasize how each person’s role and tasks help bring the company closer to meeting large objectives. They should think of this impact as their “why,” the reason they come to work and strive to excel each day.

When smaller groups form within your larger team, you’ll likely see some level of gossip, competition, or related unpleasantness arise. Nip these comments in the bud by highlighting the importance of every team member in meeting business objectives. Set a good example by discussing personal issues privately and discouraging others, even your direct colleagues, from talking about others when you hear harmful gossip in the workplace.

Make sure the office layout and furnishings reflect the way your team works and the space they need to truly collaborate. Of course, the exact configuration depends on your size, your industry, and other factors, but most teams benefit from conference rooms outfitted with systems for remote calls, huddle areas for small group meetings, and office spaces for intensive project work. Watch how your employees use the spaces you currently have and consider how you’d like that dynamic to shift.

Everyone deserves credit for his or her good ideas, and potential career advancement opportunities can be powerful motivators. In addition to individual review and recognition, however, consider implementing a program to recognize the team as a whole. This approach can encourage employees to work together instead of competing against one another. Cooperation contributes to the greater good of the business. For example, you could offer a bonus to your sales team if every member meets monthly goals.

Learn More: The Unspoken Rules of Asking for a Promotion

In a study published by the Greater Good Science Center at the University of California Berkeley, 81% of respondents said they would work harder and 70% said they would feel better about their work if their supervisors showed gratitude. Saying “thanks” doesn’t have to be a big to-do. Even a quick email that says “Thanks for doing such a great job on your presentation today” can boost job satisfaction and team spirit.

Good hiring can improve your chances of having the right individuals in the right roles. When you have confident, capable coworkers, they will be more likely to work well as a team just as they do independently, especially if your workplace has a strong collaborative culture already. According to the Gallup Consulting report cited above, effective teams can only succeed when each individual understands and applies his or her unique strengths.

With these tips to improve morale and encourage collaboration, you’ll find that your employees will be able to work as a team more effectively to meet your core business goals. In addition, a strong culture can help your company adapt and thrive.