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Team building – How to Create A Winning Team of Employees?




Without a doubt, team building is a real challenge for a manager! Nevertheless, the game is worth the candle to have an effective team in the future that achieves the set goals in no time. How to create a winning team of employees? What are the stages of team building? Find out what you need to know.

Team Building – Determine What A Team Is and What Its Purpose

When starting to build a team, it is worth considering what a team is? The simplest definition of a team of employees assumes that it is a fixed group of people working together. A team can be composed of various numbers of people. However, its members must have skills that complement each other and help them achieve their goals. Therefore, it is the goal that is the main motivation to act in the group. Each team member should make a personal contribution to its achievement, as well as adhere to the division of work and tasks in the team. It is important to be responsible for decisions taken together and their consequences. It should be noted that not every group of people can become a team. To be able to speak of a syndrome, certain criteria must be met. It is all about a common goal, positive cooperation, and mutual support. Also, an important aspect is a collective responsibility and complementary skills. This is best illustrated by the diagram below:

When starting to build your team of employees, think about how to achieve the above-mentioned team qualities, what goal you want to achieve, and what people you will need for this.

Team of Employees – Roles in The Team

When building a winning team of employees, you must include people who will not only have the appropriate skills and competences, but also personality traits. It is they who will decide who will take what role in the group and how they will behave in it. A team role is a tendency towards specific reactions, ways of working and interacting with others. It includes the social dimension of a given person’s activities in the team and their specific predispositions in carrying out tasks. Each role played in a team has both strengths and weaknesses. Payday Loans Las Vegas also working on the same rules. In the same way, it can contribute to the development of the group or the conflicts or frustrations within them. Therefore, individual roles are extremely important for the functioning of the team as a whole.

Benne and P. Sheaths divided the roles due to how people behave in social situations, moreover, they distinguished 2 types of roles:

  • Task-oriented – behavior focused on the implementation of tasks in a group,
  • Interpersonal – behaviors that build a good atmosphere in the group,

dysfunctional and ego-focused – behaviors that weaken the team, act destructively, disrupt the implementation of tasks, as well as focus on the individual needs of a given individual, not the goals of the team. The above thesis will be developed by M. Belbin, who created the theory of team roles and showed that the effectiveness of teamwork is influenced by the roles performed by employees. He noticed that team members perform roles that are most natural to them and compatible with their characteristics, and in which they achieve high efficiency. He showed that each team member usually has one dominant and two supporting roles. In total, he defined nine team roles and divided them into three subgroups:

  • Task-oriented: locomotive / producer / perfectionist,
  • People-oriented: coordinator / team soul / source seeker,
  • Intellectual: creator / value critic / specialist.

Team Building – Description of Team Roles

The descriptions of team roles are presented in the table below:

Role Main features Weaknesses
Locomotive A man of action, strategist, ambitious with a high need for achievement, dynamic, likes to work under pressure, dares to overcome obstacles He easily alienates others, is perceived as a dominant person, and can be impulsive and impatient
Producer It is an excellent contractor of projects invented by others, practical, efficient, good work organizer Stiff in views, react slowly to new opportunities and situations, may have problems accepting changes
Perfectionist Focused on a specific effect, meticulous, meeting deadlines, taking care of details, following the rules Reluctantly delegates work to others, he is concerned about the details
Coordinator (Natural Leader) Dominant organize goals, can effectively use team resources, listen carefully and motivate Can be seen as a manipulator
Team soul Builds an atmosphere in the team, is sensitive to the needs of others, and is loyal to the group Unable to make decisions in difficult situations, susceptible to the influence of others
Source Finder (Connector) An extrovert with interpersonal skills, a good negotiator and team ambassador on the outside Too optimistic, he often loses interest in the problem when the first enthusiasm subsides
Creator (Thinker, Sower) Dominant, intelligent, creative, looking for non-standard solutions, can infect you with enthusiasm Has problems with communicating with team members, as well as accepting criticism, often does not take into account the realities
Value Critic (Analyst) Critical and objective, insightful, highly intelligent, he can carefully calculate solutions Has a low level of empathy, no emotional involvement
Expert Professional, independent, with initiative, great knowledge, and skills He lacks a broader view of matters, he is little interested in other people

According to Belbin’s theory, the winning team should have all the roles mentioned. Of course, some roles can be combined and performed by one person – for example, a creator and a specialist. When building a team, it is worth paying attention to the individual predispositions of given people and the roles they will play in it.

Stages of Employee Team Development

Building a team always involves going through several stages called the team life cycle. In each of these stages, the role of the leader is important, and even more so how he behaves. It is often up to him whether the group will break up or survive to the desired goal. Learn the most important phases of team formation so that you can identify them and adopt the right attitude.

  • Forming A Group

This is the first phase of the team-building process, during which all members get to know each other and test the performance of tasks. At this stage, there is a high dependency on the leader and the need to receive feedback. Feelings of uncertainty or anxiety appear. Therefore, it is necessary to clearly define the purpose, tasks, and roles of the group.

  • Confrontations

Different opinions and attitudes clash, check one’s position among the rest of the group members and reveal personality and skills. This is the stage during which conflicts, rebellion, or even the breakup of the team may occur. The role of the leader in this phase boils down to providing consultations on how to perform tasks, taking care of communication, cooperation, and integration.

  • Normalization of Behavior 

Work organization and communication methods are stabilized. The team of employees reaches functional maturity and performs most of the tasks independently. There is an increase in the self-confidence of team members, tightening of ties between them, joint decision-making, and active pursuit of the goal. The leader becomes a partner who focuses on interpersonal matters, sets a good example, helps in developing solutions, and creates group cohesion.

  • Effective Operation

The team of employees is involved in the mission of the project and is enthusiastic about the tasks entrusted to it. In this phase, the goal becomes more and more real and is the main priority. Team members motivate each other, share ideas, fully demonstrate their abilities, and act as planned. The leader supports the team, provides it with his knowledge and experience, controls the process, and smoothly delegates tasks.

Undoubtedly, the group leader can use them. Stage I is responsible for forming the group. This focuses on assigning roles to team members as envisioned by the manager. This vision is adjusted to the expectations of other employees. STAGE II is focused on the clash of different opinions and attitudes. It is primarily the use of the initial observation and knowledge gained about the personalities or the dominant character traits of the group members to organize the cooperation of individual people in a way that brings the highest effectiveness and efficiency. The next, i.e. STAGE III, is the normalization of behavior. Undoubtedly, it is participation in creating group norms and creating cohesion. Partly it is done through formal actions and otherwise through informal influence by one’s attitude, behavior, or setting an example. STAGE IV is responsible for effective operation. It focuses primarily on supporting and serving with one’s own knowledge and experience.

When will we know that the team of employees is harmonious?

According to Steven Covey, the most perfect form of collaboration is reflected in the sixth habit he describes, SYNERGY. The synergy effect can be expressed by the equation where 1 + 1 = 3 or more. This means that a winning and well-coordinated team will look for solutions that will be better than the ideas of individual people in the team. He was also looking for the third, best solution and accepted the difference of opinion. We will be in the winning team, so we will achieve better results than if we were working alone. Building such a team is primarily about listening to and understanding the other person to jointly define the final vision and strive for the best solution. Moreover, creating a synergy effect requires commitment, responsibility, and a favorable atmosphere in which no criticism is experienced, but openness to new ideas.

Team Building – Features of A Winning Team of Employees

In addition to the synergy effect, which is necessary for harmonious cooperation, specialists mention several important features that an effective team should have. Certainly, the most common are:

  • Friendly atmosphere, no unnecessary formality,
  • Numerous discussions with the active participation of team members,
  • Established communication rules,
  • Free possibility to express one’s opinion in the group forum,
  • A clearly defined division of tasks and a common goal, accepted by the team,
  • Commitment to the implementation of tasks,
  • Professionalism, knowledge, experience, various skills displayed by individual members,
  • A sense of belonging, tolerance, and respect,
  • Collective responsibility for the work undertaken

Of course, this list is not exhaustive. Payday Loans Fort Worth TX can still be supplemented, taking into account, for example, the type of tasks performed by the team. Feel free to add something from yourself in the comment 🙂


To be able to build a winning team of employees, at every stage of its formation, it is extremely important to identify individual features and needs of its members. Also, it is important to solve problems on a current basis and communicate freely. Cooperation, openness, understanding, and, above all, the pursuit of a common goal is key. Undoubtedly, it is also important to know your strengths and weaknesses and to recognize them in your colleagues. Certainly, team building is not the easiest thing to do, but it brings the best results. Most of all, the winning team is successful because they are aware of the goal they are aiming for. Also, it uses various modes of operation, based on mutual trust.


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