Is your organization ready to expand? Read how team building is a deciding factor in how you scale up your business process and organizational structure.
Regardless of the size and scope of your business, there’s no way that it can grow without a scalable business plan and organization. Just as there are only so many hours in a business week that an individual worker can be productive, so too are the various departments in your company limited to a ceiling of how much productive work they can take on before quality begins to fall and deadlines begin to get missed. Directors need to need to be able to scale up their departments, work flow, and business processes in order to allow the company to grow.
Of course, if you’re looking to onboard new staff in order to meet the demand of new business, there is a significant team building component to this process that you have to take into account.
Make Past Team Building Efforts Count
If you’re adding an entirely new wing to a department or organization within your company, there’s a high likelihood that you’re going to look to put someone at the head of it who is already an experienced veteran on your team. Usually, managers and directors will pick someone who is “next in line” for a promotion, based on their experience, proven skill, and tenure. Another factor to consider: are they familiar with and believers in your past team building efforts?
Whether you have worked closely with your team on team building and/or have benefitted from offsite team building events, determining which of your candidates have internalized those team building skills should be a major consider for who you choose to head a new expansion. The idea here is that the new manage can implement the same effective team building skills that have already worked for your existing team. Not only does this allow you to seamlessly onboard new employees into your team building scheme, but also allows your new manager to take the lead in establishing themselves at the head of the team as well.
Using Mentoring As Part Of Team Building For New Employees And Departments
Depending on the nature of your expansion, the new team that you hire and put into place might be focusing on a vastly different niche or business sector than your existing team. For example, if your marketing department has typically worked on accounts that are focused on the financial sector, and all of a sudden you have the opportunity to take on new business in the healthcare sector, your new team will most likely bring with them some sector-specific experience and skill sets that would seem incongruous with your financial sector team. Thus, the tendency might be to keep the new team separated from the original team in order to maintain specialisation.
A better approach, however, is to allow your veteran team members to mentor some of your new employees, even if they work on different accounts or in different sectors. The idea here is to form some kind of working relationship between the two or more teams in the event that, down the line, these teams will have to work together or reconstituted to work on large projects that require more than one team.
As a manager, you do not want to be faced with the prospect of introducing team members to one another in new working relationships in response to getting a big account; if there is already a rapport and a similar work approach among employees on different teams, then you’ll be able to mix and match as necessary.
Having to contend with the expansion or your existing team in order to take on more work is always a great problem for a business to have. But thinking ahead about how to onboard new employees into your current team building scheme can really empower your new employees in being as effective as possible in their new roles, thus increasing productivity and client satisfaction.
Thanks for reading our article! Be sure to take a look at all of Accolade Corporate Events’ team building events — perfect for new employees!