Teamwork is extremely important for the success of any organization, whether an international corporation or a small business. Because of this, teambuilding is one of the most significant responsibilities of a company’s human resources (HR) department. HR professionals have a duty to recruit and hire people that complement existing teams within an organization; they also must identify candidates who are open to collaboration and who thrive in teams. In addition, HR professionals must help managers oversee their teams effectively and provide support as needed.
Creating successful teams involves a number of factors. The following tips point to some of the most important considerations for creating a work environment that encourages teamwork.
- Create a context for teamwork. Each team member should understand why he or she is working toward a goal as part of a group, instead of individually. How do the skills of each person contribute to the team’s success, and why will collaboration create a better result than if each person worked on a project separately? Answering these questions makes employees see the importance of the team and creates a sense of responsibility among all. Each person should understand what he or she brings to the table for the team.
- Set clear expectations. Managers and team leaders should clearly communicate what the team is expected to accomplish by outlining goals and setting a timeline and deadline. If managers fail to prioritize teamwork and set aside time for it, then employees aren’t likely to take their teams seriously. On the other hand, when managers make expectations explicit and allow time for work in groups, employees will be more likely to work together to accomplish shared goals.
- Identify consequences and rewards. Many employees work best when they have an incentive. Managers should set consequences for teams that fail to meet their goals and, likewise, create awards for teams that surpass expectations. Consequences and rewards make people feel accountable for their team’s work and encourage them to approach tasks with commitment. In addition, when organizations recognize not only individual accomplishments, but also team-based successes, they demonstrate that teamwork is an important part of the organizational culture. Of course, managers should also recognize the individual contributions of team members, especially those who stepped outside of their comfort zone or those who went above and beyond to complete a task.
- Create diverse teams. In a general professional context, diversity is extremely important. In a team working closely together on a specific project, diversity is also key. Groups work best when people from different backgrounds, departments, and walks of life interact to work on a problem that is related to all of them. When each person offers a fresh perspective, the final product will be much stronger.
- Emphasize the importance of communication. Nothing undermines teamwork more than a lack of communication. When one person dominates a group, the final product will not accurately represent each person’s input. Managers should do their best to ensure that each person on their team has the opportunity to provide input. In addition, checking in with employees on a regular basis avoids the miscommunication that can cause major problems.
- Allow teams to expand. If a team as a whole lacks a certain skill or ability, then it may never be able to reach the goals set by managers. If a team feels that it does not have the knowledge or background necessary to address a particular problem, then managers should seek out someone who does—whether from within the organization or without. Managers may also want to create a system of checks and balances to ensure that new recruits aren’t taking on too much individual responsibility.
- Give the team power. When teams feel micromanaged, then they may begin to wonder why the group was created in the first place. Teams should be given enough freedom that members feel a sense of ownership and responsibility. Managers should set goals and timelines for teams as they work on projects, but allow for fairly free reign within these limits. Managers should also try to foster a sense of shared accountability among everyone on a team. Ideally, members will hold each other accountable for meeting expectations and keep each other on track to meet deadlines.
- Foster an environment for innovation. Teams perform best when they feel that they have some freedom to take risks. When organizations reward calculated risks, teams may step outside the box to come up with truly innovative ideas. Not all of these ideas will pan out, but failure is an important learning experience along the path toward a winning solution or final product. When a company’s culture punishes failure rather than embracing it, teams as well as individuals may feel constrained and opt for safe bets rather than taking risks. This apprehension can negate the two most important benefits that good teamwork can produce: creativity and innovation.