Teams matter more than ever these days. Good—even great—teamwork is a valued commodity, but it doesn’t happen naturally and without hard work.

It is increasingly common for teams today to be a mix of hybrid, virtual, and in-person elements. Mixed teams often have the benefit of greater collaboration tools—but they are just as often being pulled in multiple directions. Before you can build a high-performing team, it might help to think about the unique needs of each team member.

• Do you have a mix of virtual/remote members or in-person teams? Has this changed recently?
• What is the level of experience of team members?
• What is the percentage of new versus tenured team members?

Research proves that regardless of industry, tenure, or size, effective teams demonstrate certain common characteristics. For example, they deliver excellent results, demonstrate commitment, and have a high level of trust. To get started building those strengths on your team, here are some basic steps to work toward:

1.Provide each team member with the opportunity to grow both personally and professionally

Just like one size doesn’t fit all, each team member has a range of experience and expertise that should be identified and nurtured. Giving team members the opportunity to learn and grow acknowledges the changing nature of work and changes in technology or new discoveries. It also allows them to grow in their role and prepare for future roles. 

2.Help them commit to a shared goal or vision

Commitment doesn’t happen automatically—it can be a challenge for managers to engender trust among team members if they themselves don’t understand the vision. The first step is to ensure you are communicating the vision and garnering buy-in by showing them their role in accomplishing that.

3.Respect what they bring to the team - even if you do not agree with them 100% of the time

Remember the value of outsight and ensure you are giving everyone a chance to ask questions, air doubts, question outcomes, and provide insights and opinions. It can feel very uncomfortable to ask for feedback and not hear the answer you might like. Brushing up on your empathy, listening skills, and questioning skills will help team members feel confident bringing you their opinions—whether they can be implemented or not.

4.Recognize that team members each bring different skills to the mix

Set out to discover that “secret superpower” that each and every one of your team members has. In order to capitalize on the strengths of the cumulative team, think about how they can even further improve that strength by relying on one another and working together. Don’t fall into the trap of thinking of someone as the “negative Nancy” if they don’t always jump onboard, or that the “Cheerleader” is always in the right. Seek out the different opinions on your teams, give everyone equal air time, and thank them for their insight—they just might uncover something everyone else overlooked.

5.Make sure they see themselves as being in it together

Holding each other accountable can be one of the most uncomfortable aspects of working on a team. Set an example by doing what you say you will do and making sure you promote that as a team and acknowledge that when something doesn’t happen the right way—ask what we can learn from the situation.

Information provided by: Human Resources Today