Building A Successful Team At Work
Photo by Brooke Cagle on Unsplash
In this employment climate, several leaders are looking for new hires to fill empty spaces left after the Great Resignation of the last couple of years. While leaders interview hundreds of potential candidates, sometimes they can forget that they’re not just looking for an employee with the necessary skills but that they’re looking for the best fit for their team. When leaders simply add team members without considering the personality balance of your team, they could be setting up their team for unnecessary conflict in the future.
What To Consider Before Interviewing
Leaders need to have a clear idea of what they actually need. When an employee quits, there seems to be a rush to fill the vacancy as quickly as possible. Leaders need to consider the job they need to be done. It’s more than knowing the skills and qualifications necessary. While getting the right team member with the skills necessary for the job is important, leaders must also look at what a job candidate brings to the table personality-wise.
Consider the personality differences and the ideal team dynamics you’ll need to prevent unnecessary conflict with a new hire. The right blend of personality types can build a strong, successful team. For example, pairing the visionary and the executor together can allow your company to thrive. The strengths among different personalities are the key for your team and your company to win. For example, a good product is nothing unless customers know that it exists. A product development team needs a marketing team to spread the word about the amazing product they’ve created.
Do you have a team that thrives with flexible hours or remote work opportunities? Do you have a team that strongly prefers working in-office? Hire someone who thrives in the same work environment as your existing team. Do you have a team that prefers heavy digital integration or do they prefer the pen-and-paper method? Look for candidates that is willing to work at your team’s level while encouraging efficient work practices.
What To Do During the Interview
One of the struggles a department head could face is being unfamiliar with the specific team or division that needs a new hire. Direct supervisors need to have a part in adding to their existing team. Not only is an interview with the direct supervisor beneficial for the
During the interview process, get to know the person beyond the skillset. One of the worse interview questions to answer is “Tell me about yourself.” It’s not even a question! Some companies have job seekers include Enneagram or StrengthFinder test results as a way to get to know the person beyond the resume.
Don’t be afraid to hire someone who thinks differently than you do. The benefit of diversity and inclusion in the workplace is that it brings in a perspective that your team otherwise would not have had. Sometimes, our idea of diversity can ironically keep us inside a certain box. Diversity can include different ages, different regional backgrounds, different genders, and different ethnicities. Adding team members with different working styles, like the free-spirited creative and the efficient analyst, can create the best team dynamics.
These creative questions can help create a personal connection with your potential hire. Not only will this help a new hire comfortably transition from candidate to employee but these questions will help leaders evaluate which candidate has the skills and the personality that will work best for your team.
How To Build and Develop New Team Dynamics
When adding a variety of personalities to the team, however, prepare for the conflict that will naturally arise. Existing team dynamics may need to shift with the new hire addition. Prepare your team for change and clearly communicate any changes that will occur. Equip your team with the tools and sample scripts they’ll need to prevent unnecessary conflict. For example, if you know that the younger members on your team prefer remote work while older team members prefer in-office environment. Leadership can implement a hybrid working model that allows for optimal productivity.
While there is a love-hate relationship with team-building exercises, leadership needs to ensure that the new hire isn’t just onboarding to the new role but also beginning to build connections with their new team members. Whether your team-building exercise is simply having lunch together or if you take time to complete activities, leaders who take the time to ensure a cohesive team can see more productivity over time.
ONE EIGHTY offers several conflict management services including proactive workshops, third-party mediation, and one-on-one consultations. Schedule a complimentary consultation with Natalie today!