How to Build a Strong and Efficient Team for Your Business?
| 5 minutes read
Every year, massive numbers of businesses are launched across the United States, and the unfortunate truth is that most of them fail. It is a heartbreaking truth, especially for entrepreneurs. But today, in this article, we will tell you some effective ways to build a strong team because we all know if you have a strong and productive team, you can minimize the chance of failure.
Now you might be thinking, why is it that some businesses thrive and grow, while most close up shop within a few years?
There are many factors, including access to capital, understanding one’s marketplace, an ability to innovate, and—not to be underestimated—some good old-fashioned luck. But there is one factor that nearly all business owners can control that may directly determine long-term business success: hiring the right people and merging them into a successful and powerful team.
What is the Purpose of a Team?
Behind any successful business lies a great team. This formula applies to startups as much as it does to international behemoths. A team exists to allow an endeavor to scale, grow and thrive in a way that would be impossible for one person to do.
A successful team starts with hiring the right people for the right position—those who value working toward a common goal, are goal-oriented and respect the hierarchical structure that most businesses require. But most of the startups fail because they choose the wrong candidate for the position, and their vision does not match.
If you gather the right people in one place, you can build a force capable of tackling any challenges.
Why Is It Important to Build a Strong Team?
Even the most innovative entrepreneurs cannot scale from an idea to actualized success without the help of a team. There’s simply too much work for one person to do alone. As good as a business idea might be, it cannot be a proper business without a dynamic team working cohesively to execute a shared business plan.
Take, for example, an NBA team. The purpose of an NBA team is much the same as any business endeavor: the achievement of a common goal. Let’s say an NBA team is fortunate enough to have the best point guard in basketball, Stephen Curry. Curry is an immensely talented individual, from his nimble ball-handling to his legendary three-point shooting. But if you made Curry take on another NBA team all by himself, he’d lose miserably. While Curry is a great dribbler and shooter, he’s not particularly tall by NBA standards, and certain skill sets—like rebounding or blocking shots—have been better mastered by other players.
A business is no different. The business team you assemble should contain complementary skill sets such that the full group of people can accomplish tasks that you, as the team leader, could not do on your own. And consider your competition: your rival isn’t going to be one person. It’s going to be a fully realized company with its own corporate structure, its own company culture, and its own unique group of individuals who themselves bring years of experience.
How to Build a Strong Team in Five Steps?
High-performing teams don’t materialize out of the ether. They require the right motivation and guidance from a team leader with a strong sense of team values, goals, and code of ethics. Without this leadership from the top, your employees are simply co-workers. It’s up to you to make them an actual team.
- Establish expectations from day one.
- Respect your team members as individuals.
- Motivate with positivity.
- Communicate, Communicate, and Communicate.
- Find a team you trust.
Here are five steps that will help to build a strong team for your business.
Here you go:
1. Establish expectations from day one.
New employees and new team members tend to arrive as relatively blank slates—open to an array of company cultures—but they will quickly start seeking cues for how to operate as a member of your company. Take advantage of this. It depends on you how you cultivate them according to the work culture.
To fulfill these set ground rules, let your expectations be known from the start—not just in terms of sales goals or a five-year plan but also in terms of the type of team environment you’re looking to establish. Do you want to create a culture of shared responsibility, shared problem-solving, and shared decision-making? If yes, then say so. An effective leader will communicate such values from the very start; this lets new team members understand what they’re signing up for.
2. Respect your team members as individuals.
Remember employees working under you are your team member if you create a good positive environment where each team member gets respect and value. Then it brings a new positivity to the office environment.
At work, you want your employees to be part of a team, but you must also have perspective: these are individuals with stories of their own. They got this far in life without your company, and they presumably have rich and varied lives when they leave work each day. It is important to not regard new team members as bodies who will perform tasks. A robust team environment blossoms when individuals are honored and respected for their efforts towards work and their ability to contribute toward your common goal.
3. Motivate with positivity.
We use to hear a lot of motivational quotes each day, and we know how important the motivation part plays in everyone’s life. Great leaders also subscribe to the theory that “you get more flies with honey than vinegar.” In real-world terms, this means that it’s more effective to shape behavior with positive reinforcement rather than negative reinforcement. Repel the urge the criticize team members’ mistakes. Instead, create a positive team environment by citing events and behaviors that you particularly liked and encourage your team to bring more where that came from. Positive reinforcement is a far more productive manner of motivating team performance than shaming those who screwed up.
4. Communicate, communicate, and communicate.
We all love to communicate with each other in our life, so try to implement this in your business too. As humans, we all love to know where we stand. Are my colleagues happy with the work I’m doing? Assume that people want to know. If they feel you’re unhappy but aren’t saying anything, that can lead to built-up stress, which will result in poor performance. Or if they think they’re doing a great job, but you as a boss aren’t satisfied, this can lead to unwelcome shock when you break the news that they’ve been underperforming. So brush up on those communication skills; active communication can keep working relationships strong for decades, while silence can quickly break things apart.
5. Find a team you trust.
Find someone who can make decisions on your behalf and who’s going to be a good ambassador for you and your business. Groom them accordingly and conduct a few meetings and let him/her realize how important their decision will be in your absence. Try to cultivate by empowering them to make leadership decisions on their own. You’re investing time and resources into this person, so consider their potential for longevity at your company. Always remember your team is your asset.
When you build your team, remember you’re building your family. Those people who will work for you will take all the responsibilities and take your business to the next level. Now the question is how to get the maximum output from your team?
Simply build a team and recruit those candidates who deserve to be in that position you’re offering. In short, recruit those people who are experts in that field.
Apart from this, in the above information (mentioned above), we have provided you with all the crucial and necessary details on how you can build a strong team for your business. We hope this will help you when you build your own team for your startup.
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Corefactors has seen struggles in maintaining leads for a business, tracking the team’s progress, and accessing reports in a conventional excel sheet. While all of this led to the inefficiency of the business functioning, it also added the difficulty of juggling between various platforms. Intending to shove away the roadblocks in the way of business sales, marketing, and communication, Corefactors understood the gap. That’s how Teleduce emerged into the business as an “ Integrated CRM to empower marketing, sales, and support teams with inbuilt cloud telephony.”