HR Team Building Guide: Secrets To Improve Your Team Dynamics And Boost Employee Morale

A sufficient salary and benefits package may attract top talent to your organization, but one of the things that keeps them there is a strong team dynamic. But that’s not the only reason to focus on team building for your team, telecommuting or otherwise. While everyone plays a part in creating a supportive company culture and promoting positive team spirit, the HR department usually leads the charge. This guide covers every aspect of team building, from the tell-tale signs of low employee morale to activities that bring everyone together.

What’s Inside This Guide…

HR Team Building Guide: Secrets To Improve Your Team Dynamics And Boost Employee Morale
Foster remote collaboration and corporate team spirit with this all-in-one guide!

1. What Is The HR Role In Team Building?

HR is most commonly associated with team building because they play an active role in employee recruitment and policy setting. They’re the ones who onboard new team members and ensure that everyone has ongoing support. In other words, keep staffers satisfied so that they stay with the organization and keep contributing their expertise. Here are 4 crucial reasons why your HR employees play a pivotal part in team building.

Strike A Talent Pool Balance

Finding the right people to join the organization is one of the most important aspects of team building because you must take personalities, goals, and other factors into consideration. For example, the HR department needs to hire employees who not only possess the right skills and expertise but mesh well with the existing team. Everyone should have their own strengths and specializations, as well as the desire to share their knowledge to assist coworkers.

Advocate For Employee Rights

While every employee should stand up for employees’ rights, it’s usually the HR department that’s responsible for setting new policies and enforcing them. The key to a collaborative and communicative team is clear guidelines and a solid infrastructure. For instance, every staffer should have equal access to online training resources, regardless of their particular needs or preferences. As a result, no one feels slighted or envious of the opportunities given to their peers. Simply put, resentment and unfair treatment are the foes of effective team dynamics.

Set A Positive Example

The HR team should set the tone for every other department. It’s not just about laying down the law but showing employees’ your company values in action. For instance, your HR staffers must be a tightknit team that exemplifies your corporate beliefs and professional comradery. That’s not to say that every workday they should begin with a group hug and sing their own rendition of “Kumbaya,” but they should represent team spirit and smooth collaboration so that peers follow their prime example.

Develop Policies That Encourage Open Communication

Aside from compliance policies and task protocols, HR employees often create communication guidelines that serve as the backbone of corporate team building. For example, employees must report incidents to their superiors, such as on-the-job conflicts or bullying. Another factor to consider is how staffers interact with each other and their primary means of communication. Should they use specific software to host team meetings or share progress updates? What should they do if a coworker makes them feel uncomfortable so that issues don’t escalate?

How Can HR Software Help You Improve Employee Morale And Team Dynamics?

Time tracking software, attendance tools, and project management platforms keep everyone in the loop and boost accountability. You can open the lines of communication and create an effective support system that’s accessible anytime, anywhere. For example, time tracking tools prevent employee burnout and prevent overlapping vacation time so that departments aren’t understaffed. Likewise, project management software provides them with a central hub where they can track and assign tasks, keep a community calendar, and monitor shared goals. You can even roll out video conferencing platforms to break down the barriers.

2. 5 Reasons Why HR Team Building Is Essential For Remote Workforces

You need a supportive and collaborative workforce in the best of times. But, the COVID crisis has moved many organizations online and telecommuting employees are now par for the course. This is all the more reason to build an even stronger team dynamic and offer your HR department additional training resources. Here are five notable perks that team building can bring to your remote employees (and organization, as a whole):

Decrease Employee Turnover

Employees are more likely to stay with your organization if they feel like they’re part of a productive team. More specifically, a team of like-minded individuals who do their fair share and respect coworkers’ opinions. Working remotely also creates emotional dissonance because staffers are geographically dispersed. So, their sense of loyalty may start to slip, even toward remote peers they felt a connection to in the past (pre-COVID). Thus, team building reduces employee churn and strengthens professional bonds, even if they’re halfway across the world.

Improve On-The-Job Productivity

Ultimately, every member of your organization should feel like they’re a valued member of the team who can count on their coworkers. If employees have that built-in support, they’re more productive on the job because they can focus on their own job responsibilities. Furthermore, they’re prone to take on additional tasks or duties for the sake of the team. As an example, a member of your remote customer service department calls in sick and their coworkers pick up the slack because they’re part of a supportive corporate community. Lastly, everyone works together seamlessly since they understand the communication guidelines and team expectations. In other words, how they fit into the grand scheme of things.

Provide Peer-Based Support

Knowledge sharing is critical for organizations because it doesn’t put a strain on resources and allows you to tap into internal expertise. For instance, employees help one another overcome task obstacles or avoid remote work mistakes. Even if you don’t have a full-fledged peer coaching plan (we highly recommend it), staffers still have peer-based support they can always fall back on. It may be something as simple as asking for advice on the spot if they don’t have an answer for clients or providing training recommendations.

Improve ROI

HR team building also contributes to your bottom line. You reduce employee churn, boost productivity, and cut training costs, thereby increasing your profit margin. Simply put, employees who work well together and respect their differences provide better service and hit their sales targets. They aren’t treated like an asset, but an important part of your organization that fills specific gaps. Another ROI benefit is cutting new hire training costs. You retain top performers instead of having to pay to recruit, onboard, and bring their replacements up to speed.

Strike A Better Work-Life Balance

There’s a real risk of burnout in remote work environments because employees often blur the lines. They cannot simply leave everything behind at the office or switch off since their work and personal space are one and the same. However, team building helps them strike a better balance, as they can rely on their coworkers. Additionally, they forge healthier relationships with their peers and prevent unnecessary conflicts, which contributes to their mental wellbeing.

3. 5 Common Causes Of Low Employee Morale

The corporate world isn’t usually synonymous with sunshine and roses. However, most employees expect a supportive and collaborative work environment when they clock in every day. Not meeting their basic requirements typically leads to low satisfaction scores and overall morale. Below are a few reasons why your staffers might consider dusting off their resumes and returning to the job market:

No Advancement Opportunities

Employees need to have room to grow. You can’t limit their potential by forcing them into career stagnation simply because you don’t have advancement opportunities. Thus, one of the main causes of low employee morale is removing rungs from the corporate ladder. If you don’t have leadership positions available, at least give them a chance to upskill and expand their knowledge base so that they can prepare for the future. That way, they’re ready to step into the role when the time is right, which also gives them added incentive to stick around and work on personal areas for improvement.

Unreliable Leadership

If you can’t trust your team leaders, who are supposed to set the example and advocate for their department, then who can you trust? One of the worst low-morale offenders is unreliable leadership. Employees simply cannot depend on their managers, supervisors, or PMs to uphold the

Go to Source