Organisations around the world are spending more and more on team-building each year, and with research showing that companies with highly engaged team members earn nearly twice as much as those who don’t, it’s not surprising – it’s a good investment. However, many businesses struggle with calculating the return on investment from team-building activities.
Great communication is a crucial determinant in the best-performing teams, according to MIT, and numerous other studies back up the effectiveness of team-building, but this is a challenging concept to quantify.
1. Know Your Company Goals & Priorities
What do you want your team-building strategy to achieve? By when? Deciding on these priorities before organising your team-building event doesn’t just help with hiring the right team or organising the right activities, it also means:
If hiring an external team-building specialist, you can tell them exactly what you are hoping to achieve and let them devise a custom, personalised event for you . You can also discuss these goals with your employees in order to align everyone’s objectives for the team day and increase the chances that they learn the right lessons
Having you, your team and the event organisers on the same page beforehand makes measuring your achievement afterwards a lot more manageable. Once you’ve settled on what you’d like to achieve, the next question is which teams or staff members are crucial to achieving your goals?
What do you want your team-building strategy to achieve? By when? Deciding on these priorities before organising your team-building event doesn’t just help with hiring the right team or organising the right activities, it also means:
If hiring an external team-building specialist, you can tell them exactly what you are hoping to achieve and let them devise a custom, personalised event for you . You can also discuss these goals with your employees in order to align everyone’s objectives for the team day and increase the chances that they learn the right lessons
Having you, your team and the event organisers on the same page beforehand makes measuring your achievement afterwards a lot more manageable. Once you’ve settled on what you’d like to achieve, the next question is which teams or staff members are crucial to achieving your goals?
1. Know Your Company Goals & Priorities
What do you want your team-building strategy to achieve? By when?
Deciding on these priorities before organising your team-building event doesn’t just help with hiring the right team or organising the right activities, it also means:
- If hiring an external team-building specialist(like propeller team training), you can tell them exactly what you are hoping to achieve and let them devise a custom, personalised event for you
- You can also discuss these goals with your employees in order to align everyone’s objectives for the team day and increase the chances that they learn the right lessons
- Having you, your team and the event organisers on the same page beforehand makes measuring your achievement afterwards a lot more manageable
Once you’ve settled on what you’d like to achieve, the next question is which teams or staff members are crucial to achieving your goals?
2. Align Targets to Specific People or Teams
Your accounting department is likely to have quite distinct dynamics and needs than your marketing department, necessitating very different team building activities. By aligning goals with the proper teams and employees, you can ensure that the benefits of your team-building activities are directed to the correct people and that they are held accountable for their own development.
This provides the highest potential return on investment by avoiding waste and providing each department with a unique experience tailored to where you believe they should be.
3. During Your event
Managers can set the level of interaction on activities and collect feedback and opinions from delegates during the session. After posing a series of tasks, you may examine employee responses to see how much they remember from the training sessions, as well as the percentage of questions teams correctly answered.
During the event, social media sites can be monitored to assess employee engagement and debate. It’s also an excellent method to see what topics are piqueing your employees’ attention, which can be used to guide future talks and training.
4. Post Event
In the short term, evaluating employee feedback forms is a wonderful way to measure the impact of an event. Ask them what they gained from the activity and how they feel it has enhanced the team chemistry. Keep the majority of your questions focused on the business development parts of the day. You’re more likely to get honest feedback if you anonymize their responses through an app or online questionairre.
Longer term having measures in place such as performance reviews, staff satidafction surveys and monitoring employee retention are all great ways of determining the success of your teambuilding event.
It’s important to remeber though that teambuilding is a process and there is no magic bullet! It can often be percieved as a bit of a mirage in that aspect. More on this in our blog post on the mirage of teambuilding available here.
When done correctly, team-building events are guaranteed to boost employee engagement, company performance, and therefore profits.
When rushed or done thoughtlessly, these benefits can rapidly diminish, or even disappear.
Put the time in to truly understand what you want to achieve, and develop a personalised team-building event to match those goals, and the results will be absolutely spectacular!
If you would like to discuss a teambuilding then get in touch here.