A team that is able to work well together are more productive, successful and ultimately, they are more emotionally satisfied with their work. Team building activities can help to create a stronger connection between employees and to enhance the areas of the group dynamic.
These activities should focus on the following aspects:
It takes great leadership to form a solid team. Hosting activities that enable leadership can support the leader to improve their skillsets and allow other team players to become aware of their strengths and team roles. Leaders should take initiatives, make difficult decisions and to not be afraid of course correct.
Issues that often arise within teams are usually due to poor communication which can cause misunderstandings, internal sabotage, and a decrease in efficiency. Problem-solving activities can focus on improving communication by working together to solve complications.
Activities that develop team value can help employees comprehend what other individuals may appreciate and how they can work together. This forms a reference for employees to understand how others behave. Acknowledging team values can help to build a culture of trust and mutual respect within the team.
Employees who feel appreciated are usually much more motivated and committed to their work. Activities that concentrate on this skillset can build appreciation in the office culture. David Sturt from HR consulting firm O.C. Tanner Co conducted a surveyof nearly 1,000 employees from large businesses and found that there is a strong relationship between job satisfaction and recognition. Seven out of 10 employees that received appreciation are content with their work. For those that didn’t receive recognition, only 39% were happy about their work.
It is essential for employees to understand the significance of team building. Lessons and skill sets learned from team building activities should be reinforced and applied back to the work environment which can associate with the future progress that is vital for organizations.
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