The hiring process is one that focusses on individuals, ensuring that their merit, work ethic, and qualifications are appropriate for your business. However, no matter the promise of your chosen candidate, their ability to integrate within a group is difficult to predict. This challenge tells of a much larger issue that businesses continuously encounter, that is, supporting and managing a productive and happy employee team. Effective teams are not solely the sum of individuals. Instead, they are the product of ongoing support and management, being nurtured by training.
While great businesses have always dedicated themselves to effective team building, as we transition to a greater number of remote operations in the wake of COVID-19, supporting a team’s connectivity and wellbeing is not only an even more important consideration but it is one that must also be reviewed. This is because employees no longer work together in the same way.
In their ongoing series, Learning From Leaders, People Group Services have been discussing the value of team-building with various company leaders to ascertain exactly why it is a priority for those seeking better business outcomes.
James Fernandes, Managing Director of Carrington West, describes the difficulties of successfully running a remote team. “Working remotely is much tougher because I feel I have the biggest effect when I’m getting hands-on, when I’m able to have these micro-communications with people. I could sit there and spend three or four hours on an inspiring email that barely gets looked at, but the three or four seconds when you walk past and have a positive interaction with someone actually goes further.”
This hurdle is why team-building is even more important in a remote environment. No longer are reassurances and supportive interactives easy and their absence will be quickly felt by employees. This is why managers must seek new ways to guide and nurture their employees as a collective.
Fernandes goes on to describe some of the more casual activities he enjoyed with his team, “We’ve had sessions twice a week with our staff, just to get people together, or the ‘Carrington West Arms’, on a Friday night, where we did a quiz and shared a drink together. Even if people just sat in the corner, didn’t contribute huge amounts, but still felt like they were connected.”
These team-building exercises also go on to benefit an employee’s sense of value, with both training and social activities being appreciated as non-essential expenditure for many businesses. There is also evidence that employees now put a greater priority upon what is known as company culture. This means that the atmosphere cultivated by employers, as well as the ethics they abide by, are essential motivators for employees, meaning that teams are likely to be inclined to work well together if they feel their effort is contributing to a mutually beneficial environment.
With stronger and more dedicated teams, those that are able to effectively overcome challenges and accomplish tasks, your business operations will naturally become more productive, with few mistakes made and a general sense of positive morale. So, whether you are endeavouring to embrace remote working in the long term or bring your team back into a shared workspace, it is worth asking yourself if your business is doing enough team building because the long term benefits are unrivalled.