Building the Team of Your Dreams? Are You Thinking of Creating True Entrepreneurs? Well, we might just know what you are looking for!
Building a dream team of brilliant employees who can drive your business forward requires business owners to create a team-based organization that promotes trust and cooperation. Whether you’re thinking about hiring your first employee, or you already have a large team, it’s easy to fall into the trap of thinking your employees will fall into a cohesive dream team model like a well-oiled machine.
“Teamwork is the secret that makes common people achieve uncommon results.”
– Ifeanyi Onuoha
Here is what you need to do to build your dream team:
Step 1: Hire the right people
When you’re thinking of building a dream team, you’re not simply recruiting someone to do the job; you’re also looking for someone to fit the missing piece in your company. Finding the right fit goes beyond credentials, it’s about personality, values, and principles.
While the hiring process can appear long and tiring, especially for small business owners who oversee it from start to finish, it’s the first step in shaping your ultimate team. Settling on an employee that appears “will do” instead of keeping on the hunt for the right one is what differentiates a dream team from a mediocre one.
Step 2: Make a list of the roles you need to fill.
After choosing to focus on one role that will move the needle for your company, it’s time to build a list of dream hires from companies that you respect. The best hires who can make a massive difference for your company are usually already employed. For important executive roles, don’t worry about making job postings, that’s a waste of your time.
Step 3: Communication
Good communication is a “must” for effectiveness. Successful teams have to communicate often and well to stay focused and on track to complete group and company goals. This includes having multiple methods of communication.
The forms of communication include –
- One-on-one meetings – A one-on-one meeting is a regular meeting between a manager and a team member. Coaches, mentors, and peers may also attend these meetings. Regular meetings can also provide useful insight into how employees are feeling. Managers who personally invest in their employees use one-on-ones to promote growth.
- Group meetings – A group meeting is any gathering of two or more people for the purpose of exchanging ideas. It is an assembly or conference for the public debate of a topic, particularly one in which attendees make presentations, discuss current issues, and solve problems.
- Email – Today, with the promise of speedy and effective information sharing, billions of email messages are sent and consumed every day by office employees, marketers, university professors, and students.
- Instant messaging – Users can speak online in real-time using a platform known as an instant messaging (IM) service. It is quite similar to a live phone call, except instead of vocal communication, it utilises text.
- Web meetings – Companies can utilise web conferencing to hold corporate meetings and seminars, give presentations, provide online education, and provide direct customer service via remote keyboard and mouse control. Control of the session can be distributed among users, allowing any participant to serve as the main presenter.
Step 4: Trust
Team members must be able to trust each other. The assumption of trust is critical to advancing team objectives. Trust is developed through open and honest communication, commitment, collaboration, cooperation, reliability, and respect. Trust is integral to successful team building.
Step 5: Cooperation
If trust and positive attitudes exist within the team, cooperation falls into place, allowing the team to work well together. A certain amount of conflict is inevitable, but not always negative. Working through conflict in a professional way can help teams learn to resolve differences, compromise, and improve team performance through better cooperation.
Step 6: Inspire your team with your company’s culture
Company culture can more simply be described as the shared ethos of an organisation. Creating a strong, positive personality for your business doesn’t have to be a big, backbreaking task. First, recognise your company’s culture by means of its values and regularly remind employees of your culture through simple yet meaningful gestures.
Step 7: Reward employees for impact, not presence.
Recognition and rewards based on impact have a more positive effect on an individual’s feelings of competence and self-efficacy compared to awards given for non-competency contingent rewards like the length of service or birthdays.
Not only do they receive recognition for their impact but also increase their feelings of competence and professionalism. They also receive the benefit of a provisional or material reward that is valuable to them.
Follow these practices to build trust and inspire teamwork among employees by enabling and empowering them to accomplish quality work that contributes to the overall business objectives. Taking these steps is crucial as the calibre of your dream team is unquestionably related to your company’s business performance.
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