Building resilient teams is about taking a positive approach. You want to empower your employees to do what they do best and have them be passionate about it. It's about building teams of highly-motivated, focused, and creative workers.
The idea behind this post is that if you build your team this way, then your chances of success will go up.
Here's what you need to know to begin cultivating collaboration and communication in your own company.
Step 1: Give Credit Where Credit Is Due
It is very important to promote and reward collaboration. But before you can give credit where credit is due, you must first acknowledge the efforts of others.
When I say acknowledge, I mean that you must appreciate everything your employees do. It sounds simple, but most managers overlook this crucial step.
Once you have acknowledged all of the great contributions of your employees, you can use this as an opportunity to promote teamwork.
As a manager, you should create a teambuilding event for your employees. You can either get the whole company together to attend or choose smaller groups that have specific goals in mind.
Step 2: Celebrate Success
A celebration is a great way to acknowledge the work your team has done. It also helps the entire team feel valued and appreciated.
If you are able to organize a company-wide celebration, there are many options available. You could hold a BBQ for your employees to meet the rest of the company, host a sports game in the office, or have a party to end the year.
The possibilities are endless and the fun will last well after the celebrations are over.
A great way to celebrate success is to send a personal email to every employee in your company. This is a great way to recognize one-on-one accomplishments, as well as encourage your team members to think about how they've improved.
Step 3: Be Proactive
This step is about getting feedback from your employees. It sounds easy, but I've found that many managers aren't proactive about getting feedback. It is very easy to assume that the answers lie within.
This is actually the wrong approach. You must actively seek out feedback from your employees. There are many ways to do this.
You can ask for feedback on a regular basis. You can make it a part of your performance review cycle. You can even request it during your annual one-on-ones with employees.
If you are struggling to find the right time to do this, then you should set a goal to reach out to your team regularly. I recommend setting a goal to reach out once a week, for example.
You can also request feedback from your employees in a non-confrontational way. For example, you could say something like, "Hey, what do you think about the company going out to lunch next week?"
The key thing to remember is that feedback is important. It is a way to learn what your team thinks about your company, and you should take advantage of it.
Step 4: