Building a strong and cohesive team: the guide to share (positive) work
It is the watchword of a team that works: team building guarantees real collaboration and a positive and proactive working climate.
Small duties and great responsibilities: successful companies cannot and do not want to avoid encouraging the participation and involvement of all their workers. Achieving the goals can bring positive changes in all companies, from SMEs to the large international Groups.
But team building means nothing if the team does not move towards specific goals. So how can we feed the group effectively and successfully? If large companies have succeeded with hundreds of employees spread across the globe, it is worthwhile to get involved and try.
In fact, the researchers say, when the organization does something relevant, the team building tends to reinforce the corporate culture avoiding the possible forcing and the stress of performance that can proceed with great goals. And when the social link is faced without disregarding the myriad problems that the business entails for those who manage it, the person always comes first but must be placed in a right working role with an adequate budget to carry out his duties.
This awareness, however, is not enough to create the emotional leitmotiv that links the worker to his group, favoring the feeling of recognition and satisfaction in feeling part of something important. Teamwork means not only adequate remuneration and career policies, but also revive the spirit of the team, for example with events and small attentions dedicated to employees, from social dinner to videos for internal communication, passing through meetings dedicated to continuing training on.
The manager’s team is his people, people with whom to live day by day and share successes and falls. Even traveling and sport to do together represent a very strong emotional feeling. During these moments of encounter, sharing and relative cohesion flow spontaneously and the result is transferred and becomes visible even after returning to the office.
For example, the playful experiences organized in the open air, if time is lenient, make meetings spontaneous and empathetic and contribute to true knowledge beyond roles and hierarchies.
There are those who organize games and mini internal Olympics, those who have recourse to a meeting on the lawn, experiences that have been widespread in the Anglo-Saxon world for a long time and recently borrowed by even the most discerning entrepreneurs in Italy.
The human dimension of these high emotional value ideas allows to overcome the vulnerable tension of some moments of crisis and transforms risky situations into effective solutions thanks to its strong psychological connotation.
Not just fun. Also the commitment in voluntary and public utility activities make cohesive and strong the team, that discovers its value and its incisiveness beyond the barriers of the respective desks. Acting for the common good is internalized as a synonym of commitment also for the organization, which thus earns its maximum benefit and becomes a container of life and values.
