How to Build a Strong Team: Tips for Managers

How to Build a Strong Team in the Turbulent Job Market? Many IT managers face the challenge of creating the right environment to develop a successful team in today’s unpredictable job market.

Last updated

8. August 2024.

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A strong team is made up of individuals who collaborate to achieve common goals. While ensuring each team member’s productivity is a key objective for any manager, there is no universal formula that guarantees success.

Building a strong team today is particularly challenging, as it involves crucial aspects like attracting, retaining, and motivating talented IT professionals.

That’s why we’ve put together some essential tips for managers who want to successfully build a powerful team.

Team leader

Leadership Skills for Effective Team Management

To lead a strong team, you need to be both a manager and a leader. While many in the business world see these roles as identical, they are not always the same.

Good managers have a clear list of goals and tasks to achieve desired results. They create an environment where the team can operate efficiently, delegating tasks with specific deadlines.

However, managers often focus too much on technical aspects, neglecting the team’s long-term vision.

In contrast, managers with leadership skills are more critical, creative, and focused on the bigger picture. They are aware of potential risks affecting their team, possess excellent communication skills, and actively listen to every member.

Leaders don’t just manage processes—they inspire and motivate, driving long-term success and innovation.

 

Team diversity

Promoting Diversity

While team diversity may be underestimated in some parts of the world, it plays a crucial role in effective problem-solving. For example, in medicine, multidisciplinary medical panels bring together doctors with different specialties to share opinions and address complex patient challenges. The same principle applies to IT management.

To foster an environment that encourages creative solutions, IT managers are increasingly building strong teams composed of diverse individuals – differing in age, nationality, ethnicity, religion, as well as professional skills and abilities.

If you’re ready to lead a diverse team where every member is equally valued and respected, you’re on the right path to improving your business. Here are some benefits you can expect:

  • Increased creativity and innovation
  • Careful analysis of information before making key decisions
  • Development of new skills among employees
  • Higher employee engagement
  • Increased profit and revenue

team in office

Clear Definition of Job Roles

For a team to be productive and successful, it is crucial to clearly define the roles and responsibilities of each member. Precisely outlining the ideal candidate profile significantly eases the recruiter’s job and increases the chances of finding the perfect fit for the project.

Understanding specific needs and expectations helps select candidates who not only meet the requirements but also contribute to the team’s effective performance. This approach improves the hiring process and lays a solid foundation for the project’s future success.

Defining roles and responsibilities involves answering key questions such as:

  • How can the potential employee contribute to the project’s success?
  • What tasks are associated with the specific position?
  • What experience and skills should the candidate possess for this role?

It’s important to emphasize that technology, specifically resource management tools, can support this process. These tools help centralize employee databases, including their talents and responsibilities. Additionally, software can identify talent gaps and suggest concrete next steps.

Giving and Receiving Feedback

Building a company culture where feedback is freely shared puts you on the right path to improving organizational performance.

It’s important not only to give feedback but also to be open to receiving it from employees. Embracing constructive criticism about your own work fosters trust and respect within the team and helps identify areas for improvement.

When to share feedback to build a strong team: 

  • Immediately after observing a specific action: Provide feedback as soon as possible after noticing an action to keep it relevant and useful.
  • On a daily basis: Share feedback regularly, without waiting for formal meetings, to maintain continuous communication.
  • When you notice changes in performance: Use the opportunity to give feedback when you see positive or negative shifts in performance.
  • Be constructive and balanced: Aim to share more positive than negative feedback to encourage a positive team atmosphere.

Encouraging a culture of open communication and constructive criticism helps create a work environment where every team member feels valued and motivated to achieve shared goals. This not only improves individual performance but also strengthens overall teamwork.