Tips for optimal teamwork within your organization

The success of a company or organization almost never depends on one man or woman—solo entrepreneurs aside, of course, but they rarely make the headlines. When there is a remarkable result, you can be sure that the management has surrounded itself with the right people who work together in the right way.

We have written before about recruitment and selection of good candidates. The next question is: once you have brought those ideal new colleagues on board, how do you get all those different people, each with their own character and way of working, to collaborate optimally? That doesn't always happen by itself. Benefit from our tips for optimal teamwork!

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1. Clear agreements

Establish how you want to work together with your team. Such a set of team agreements can consist of all kinds of things. Are there fixed meeting times, is working from home an option, and how do you handle taking vacation days? But also, being able to determine your own priorities independently, flexibility in tasks, or decision-making authority regarding the budget are important aspects that are better off being clearly defined.

Once you have the agreements in place, it is of course also important that they remain visible and clear to everyone.

Especially when, for example, a new vision or a different way of working is introduced, internal communication is important.

Make full use of online options; this ensures optimal accessibility for everyone and is flexible. You naturally want to be able to update things occasionally as new developments arise!

2. Safety and trust

A team only functions well if there is a high level of mutual trust. Team members must feel comfortable; in fact, they must feel safe with one another. Then they will dare to be vulnerable and speak their minds freely. This creates space for creativity and new ideas, which is an important breeding ground for the development and success of both the employees and the organization.

It is very important that people are allowed to be themselves and that gossip and backbiting are kept out of the workplace.

For example, establish in your team agreements (see the previous tip) that you do not talk about each other, but with each other.

Every team member is responsible for this, so you can hold each other accountable. Do you hear a colleague saying something critical about another team member? Ask if the other person is already aware of this. If there is a problem that is hindering the team's success, sit down together to find a solution.

3. What is your goal?

Work with your colleagues to find—to use a trendy term—the 'why' or 'purpose' of your team. Note: we do not mean the hard numbers and targets that must be pursued. Of course, the amount of work you get done together is very important, but a dream team thrives on other things.

What goal do you want to achieve? When are you truly satisfied, and what does each team member want to contribute to the organization and society? The answer to those kinds of questions is primarily what connects team members to one another. It motivates, provides inspiration, and gives energy.

Don't forget to evaluate from time to time. People develop, and perspectives and motivations can change. By talking about this regularly, you ensure that the team goal always remains up-to-date.

4. Determine everyone's unique contribution

As a team, you put your shoulders to the wheel together to achieve the goal. But don't forget that every team is a sum of individual people. Everyone has their own set of knowledge, skills, talent, and character. Make good use of that uniqueness.

Map out together what contribution each colleague could and would like to make to the team. What is someone good at? What makes them happy, and what is actually a pet peeve for them? Even knowing a colleague's biorhythm provides valuable information. One person is sharp as a tack the moment they jump out of bed, while another is only truly approachable after four cups of coffee or doesn't really get going until the evening.

It is certainly interesting to look at what you currently have in-house, but also at what you could and would like to learn in the future. What knowledge and skills will the market and the organization require in the short or long term? How does that align with someone's personal development goals and life stage?

Record the agreements, wishes, and possibilities in a personal development plan (PDP) and don't forget to regularly monitor progress.

5. Good leadership

A manager can make or break a team. Fortunately, the truly dictatorial types have largely died out by now, but not everyone is a natural-born leader who can motivate and inspire others. It is therefore certainly a good idea to invest sufficiently in (middle) management. Using a coach or a training program can give a novice or insecure manager just the support they need to reach their full potential.

However, it is not just those with an official manager title who determine team results. Often, it is informal leaders who make the difference. You undoubtedly know them. These are the people with a special charisma, an infectious laugh, or just a different way of working who can enthuse and influence others. For colleagues, the threshold for asking a question is just a little lower with an informal leader.

Cherish these types of internal ambassadors within your team; ask for their opinion and involve them in project groups and onboarding.

They can be a huge help in resolving bottlenecks or implementing change!

Are you ready for your dream team?

‍If you need more ideas and tips, get in touch with us. We love nothing more than brainstorming! Moreover, we have a wealth of knowledge about easy, flexible online solutions that can make it easier for your team to flourish!