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3 Tips for Growing a Successful Team of Employees

by Altaf Shaikh
3 Tips for Growing a Successful Team of Employees

Your employees don’t just make up your workforce, they’re also the life force of your company—the blood, bones, and muscle that make it function and grow every day. Even if the product you manufacture or the service you provide originated from your brain, your business simply won’t survive as a head without a body. That’s why your team must be nurtured and cherished. Just like new cells replace the old, you have to constantly assess the value of your employees and ensure you’re only keeping the best in this well-oiled machine. Follow these tips to learn how. 

#1 Invest in Their Growth

Even the best employees won’t improve (or stay invested) if they don’t feel appreciated. Show them you’re invested in their professional growth within the company by implementing the following programs and strategies into your employee benefits package:

  • A free subscription to online educational resources like Lynda or SkillShare that they can use to brush up on skills for the job (and for fun).
  • Sponsor workshops for public speaking, building pitch decks, Agile workflows, and design thinking.
  • Hire experts in different fields to guide employees through new projects with specialized skill requirements.
  • Organize company-wide retreats to encourage team building, collaboration, and communication. 
  • Offer wellness resources like counseling or personal training to show your team that you care for their well-being and long-term wellness.

#2 Vet New Hires from the Get-Go

Vet New Hires from the Get-Go

Screening all incoming candidates is about more than just making sure they don’t have any felonies (although zero felonies is definitely a plus). After all, what is a background check but the first step of a multi-phased process?

Once you’ve gotten their credit history, criminal record, and basic identification details in the clear, proceed on to the next part of the hiring process: assessing skills and fit. 

Not only should a new hire meet the requirements of the job, but they should also be a good fit for your existing team. During the interview process, watch out for these signs for a great match:

  • Empathy for target market pain points
  • Alignment with company values
  • Active listening skills
  • Lots of creative ideas and initiative
  • Signs of strong collaboration skills
  • Quick to ask good questions
  • Genuine curiosity about your company and product

#3 Integrate Them into Your Corporate Identity

The more your employees feel personally attached to your company’s identity and well-being, the more motivated they will be to excel in their jobs. If they feel that they are working for a business they truly believe in (as opposed to one that simply pays the bills), they will contribute to the cause with far more vigor.

Here are some strategies you can implement to get your team to adopt and embrace your corporate culture: 

  • Organize a workshop where you draft your company’s mission and vision together, so your team identifies with it as much as you do.
  • Sponsor employee-led projects and initiatives to increase feelings of ownership and pride in the company.
  • Invite your employees to brainstorm big-picture goals with the administrative team.
  • Encourage frequent communication between personnel of all ranks to make everyone feel more like a cohesive team rather than isolated employees.
  • Take care to develop a company culture that aligns with the values of your existing team and your ideal candidate. 

Always Aim for an A-Team

A workforce is an ever-evolving creature, and it can always be stronger. While you should certainly invest in and empower your strongest and most reliable employees, don’t give up on those underdogs with potential. Growing a successful team is not just about hiring the most skilled candidates—it’s about nurturing the skills of those who truly believe in what you’re doing. 

With these tips and a bit of time, you won’t have to settle for anything less than an A-Team. 

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