Finding and hiring the right people is integral to the success of your organization. But no matter how capable each staff member may be, if your teams aren’t working together, you won’t get the results you’re hoping for.

Yes, you want to have high value contributors on staff, but successful companies also need successful collaboration, communication, and teamwork.

Wondering how to build a great company culture, even as you add new employees to the mix? Take a look at your current team strategies and practices to see what’s working and what isn’t. Then get brave enough to make the changes you need.

Start with your why

When you’re the one creating the company vision, it can be easy to fall into the trap of assuming everyone in the organization understands why  you’re doing what you’re doing, and why it’s so critical. But this isn’t necessarily the case.

The truth is, you can never explain in too much detail what drives your passion and your organization. You can never tell that story too many times.

·         What got you excited about starting this work?

·         What keeps your fires burning?

·         Why should your employees care about their part in it?

Once you help your team understand the why behind your vision, you may be shocked at how quickly and efficiently they will be able to execute on the how.

Build the dream team

You have dreams about where you want to go and how you want to get there. But believing in your dream and sharing it with the world isn’t enough. You’ll need to follow up by putting together a team that cares just as deeply, and can help you make it happen.

In order to make this happen, you’ll want to recruit, hire and promote with this vision in mind. Unfortunately, sometimes you’ll also have to let people go with this vision in mind.

If you have team members who aren’t willing or able to help execute your vision, set them free. Don't kid yourself into thinking you’re taking care of your people or your business by hanging on to employees who are no longer a good fit. Doing so destroys your leadership credibility and weakens the team. And that's not fair to anyone.

The sooner your entire team is aligned, the sooner you can get moving in the right direction.

Hang on to your stars

As you begin let go of those employees who are no longer a good fit for the organization, be careful that you don’t inadvertently lose some of your true gems. Change is disruptive by nature, and it can test employee confidence and loyalty. Never assume your best employees will easily pass that test.

Look for opportunities to reinforce your confidence in your top performers. Let them know you recognize and appreciate their capabilities, and help them see how they fit into the changing picture.

Be sure your compensation program is designed to motivate and incentivize, not deflate and desensitize. Realistic goals, genuine appreciation, and healthy dose of positivity will go a long way here.

The more valued your employees feel, the more secure and loyal they will feel.

Encourage connection

Too many companies operate in silos. They have silos that separate departments, teams, and individuals. More importantly, they also have silos separating leadership from everyone else.

Make sure your leadership team remains in touch with people at all levels in the organization.

Every great employee and incredible leader had to start somewhere. Ignoring certain segments of the organization can cause you to miss out on innovative ideas and future stars. Today’s entry level staff person could be tomorrow’s CEO. Building bridges between teams and individuals will allow the transfer of knowledge, ideas, and confidence to flow.

Whether your employees have been with you a week or a decade, they will appreciate feeling connected and being part of something bigger.

Prioritize communication

Silos can also form due to lack of communication. When teams aren’t talking, they don’t know how to proceed. Or succeed.

Make sure to keep your communication channels open, not just between leadership and staff, but across teams and between employees. Make communication part of your onboarding process and embed it into everything you do. This should be a top priority and part of your overall company culture and commitment to employees.

Transparency is one of the best ways to build trust. Establish clear communication patterns and lead by example.

Reap the rewards

The kind of team and culture you create will determine the kind of employees and customers you attract, and how loyal they will be to your brand.

When you build an organization that embodies your values from the ground up, you will create a solid foundation that makes it easier to attract and retain the talent you need to turn your vision into a reality. 

And that is a thing of beauty.