How to build a strong team

Having a valuable team is so vital. Not only for business purposes such as meeting targets and achieving positive revenue, but also to maintain good company culture and happy employees who enjoy working together. But it’s not always an easy task to build the perfect team, for example, sometimes people interview well and look brilliant on paper but are different in a working environment. This blog will look at both hiring good team members and managing them.


  • Interview with attitude in mind as well as ability. A person who wants to succeed and is willing to put in the hard work will help the team succeed too.
  • Make sure they are qualified enough or otherwise excited and driven to learn.
  • Grasp an understanding of their motivation and potential.
  • Look for life experience and soft skills as well as technical skills.
  • Make sure they’re not a mirror version of yourself or other members of your team.
  • Take part in polite conversation outside of interview questions, find out more about their social and emotional abilities.
  • Think of the team you already have; do they complement these people? Will they work well together?


There is a multiplicity of factors that contribute to maintaining and managing a team so that they are consistently strong.

Firstly, there are three things that need to be established. These are leadership, respect, and clear expectations. With a sturdy foundation of these three aspects, the maintenance of a team is made much smoother.

Other things such as trust need to be built upon and are done so in a variety of ways. For one thing, micromanaging is the death of a happy and healthy team. You need to allow for autonomy. Autonomy encourages trust from both parties. When you trust and feel trusted you are more motivated to do your job and to do it at a high standard so that you can maintain that trust. Autonomy will work when people have clear expectations of their role and responsibilities. It is helpful for a manager to sometimes catch up and remind people of what’s on for the week or month regarding their role.

In addition to allowing staff to be self-sufficient, you also need to make sure there are processes and routines in place. A monthly staff meeting, organised work-from-home days (with a roster for all), team building, training for particular processes and so on.  This involves making plans together especially for big movements and projects.

It’s also vital for staff to receive feedback, both positive and negative. When delivering negative feedback, don’t be harsh, be polite. When delivering positive feedback, mean it and be genuine.

Here are some other factors to keep in mind when building up a great team:

  • Let them take the lead on ideas they came up with.
  • Keep meetings succinct and to the point, don’t get too boring.
  • Monitor progress and check in with employees regularly for their own benefit as well as yours.
  • Push them to keep achieving.
  • Celebrate even small achievements.
  • Encourage owning failures and taking responsibility.
  • Use transparent and open communication.
  • Conflicts are inevitable, make sure you handle them without ego. Think about the way you will go about it thoroughly before acting.
  • Play to your employee’s strengths. 

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