Team building events should be fun and easy to plan, right? Alas, many teams struggle to achieve their outcomes they want for their teams despite their best attempts. This is increasingly difficult as employees have a broader set of needs and preferences, while team leaders are increasingly stretched to deliver with less resources. Top mistakes include:
Over-reliance on games and activities: There’s a lot to love about axe throwing, escape rooms and virtual Pictionary. However, many teams place disproportionate effort in the activity and then disregard engendering empathy of the team members themselves. In this way, many games can fall short of helping people have the deeper conversations that help them feel seen and heard by their team when they are back at work.
No plan for continuity: Most people spend the majority of the waking hours at work so a once-a-year holiday party and annual retreat is not enough for connection to build. Not providing enough opportunities or plan for continued camaraderie can hinder relationship-building among team members and cause the existing team building efforts to fall flat.
Ignoring needs of team members: If team members are spread across different time zones, scheduling meetings and activities without considering everyone's availability and needs can lead to exclusion and frustration. Similarly, late dinners or destination retreats might be a great experience for some while erode a sense of support for team members who are caregivers. Lack of consideration for team member’s needs can backfire against their very goals of the team building events.
Underestimating the importance of culture: Failing to define and reinforce company values, goals, and norms around collaboration and culture can lead to a lack of individual effort to the team and organization.
Failing to Adapt: Companies may make the mistake of sticking to outdated team-building strategies or failing to adapt to changes or feedback. Team members may feel cynical, disconnected or overlooked if their feedback and suggestions for both individual support and team resources are not valued or responded to. Moreover, a chronic perception that feedback is ignored can trigger burnout.
Has your team struggled with any of these mistakes?
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