Team building and employee development are decisive factors for a company's success. Through targeted measures, you can promote the cooperation, motivation and development of your employees and thus increase the performance and competitiveness of your company. At Yoline, we believe in the strength of the team. From experience, we know that a 100% remote workplace can potentially weaken long-lasting business success. We are happy to help you develop and implement individual measures and processes to unlock new potential through your employees. Contact us to learn more about how we can help you maximize your success through effective team building and employee development.
Team building and employee development are essential components for the success of any company. At Yoline, as an external partner, we can provide goal-oriented support, help support and improve communication, analyze and enable the professional and personal development of your employees, and enable your employees to perform better in the long term. Our goal is to take your company to the next level by working together to develop and implement effective strategies for team building and employee development.
Team building comprises activities and measures aimed at strengthening cohesion and cooperation within a team. The aim is to create a positive working environment in which employees work together effectively and harmoniously. Team building and leadership are strongly interlinked. Therefore recommend knowledge about leadership with the book by Bernhard Heusler (A team always wins) refresh and expand.
If companies manage to promote employees individually and in line with the corporate philosophy and to formulate targeted measures in the area of team building, sustainable profitable added value is possible in several areas:
Experience has shown that the most interesting team building measures can be planned and implemented by integrating employees. Of course, not every employee is motivated to help, but there are certainly people in every company who can be used profitably. This measure can increase the chances of success.
The costs of team building events can vary significantly and depend on various factors, including the type of activities, the number of participants, the duration of the event, and the location. At Yoline, we attach great importance to ensuring that team building measures fit the company, its values and philosophy. We have also found that a professional planning phase with small investments can create great added value.
Factors that influence costs:
A few clues for rough budgeting:
It is important to decide in advance whether the internal costs for planning and participation of participants will be calculated when calculating costs. In principle, these costs should at least be reported as internal costs.
Team building events aim to strengthen cohesion and collaboration within a team. They are not only used for entertainment, but also have clear business objectives that contribute to increasing efficiency and productivity. A communicated event forms a delimited space; it is therefore clearly stated that normal business activities can be neglected during this period (depending on their importance, purpose and communication). This offers the advantage that all participants are present and disruptive elements can be reduced.
Key objectives:
When organizing team building events, it is important that business goals are defined so that the measure can be measured. Other interesting objectives in the area of increasing efficiency and productivity are an advantage.
Employee development includes measures and programs that aim to promote and develop the skills, knowledge and competencies of employees. The aim is to support the professional and personal development of employees and to prepare them for future challenges.
Personnel development properly thought out, planned and implemented offers numerous advantages:
There are various methods and programs for employee development:
To make team building and employee development successful, there are a few best practices to follow:
Team building and employee development are closely linked to internal marketing and employer branding:
Effective team building and targeted employee development programs help to promote a positive corporate image and improve internal communication. This strengthens the commitment and loyalty of employees, which has a positive effect on corporate culture and work ethic.
Through targeted team building measures and continuous employee development, the company is positioned as an attractive employer. Strong employer branding helps attract and retain talented professionals by highlighting the company's strengths and values.
Team building and employee development can be done in a different way that is less intrusive and yet effective. Not all employees necessarily have to attend a workshop, and the measures do not necessarily have to be announced and declared as such. An example from our organizational development with a client showed that the team repeatedly communicates many ideas and creative approaches to managers, but were neither reported nor implemented.
When asked by MC level management, it turned out that there was no time to take care of these inputs. Interestingly enough, we noticed a great interest among department heads to address this issue. The following principles have therefore been agreed with C-level management:
First, the integration of measures should be unobtrusive. Measures do not have to be declared as workshops, but can be integrated into everyday working life to promote natural development processes. In addition, employees can decide for themselves whether they want to participate in certain measures, which increases acceptance and motivation.
Second, creative ideas should be promoted in a targeted manner. Ideas and creative approaches that cannot be processed by C-level management are delegated to department heads. They can create targeted innovation teams to test and implement the ideas. Smaller projects can be quickly tested and adapted without lengthy approval processes.
Thirdly, clear communication and transparency are essential. A regular flow of information between C-level management, a central list, is created and shared with everyone, and department heads and employees ensure that everyone is aware of the progress and implementation of ideas. Feedback loops are intended to ensure that employees receive regular feedback on their submitted ideas in order to promote engagement and continuous improvement.
Fourthly, responsibilities must be clearly defined. The C-level management delegates clearly defined responsibilities to department heads, who then drive the implementation and further development of the ideas. These measures enable sustainable and effective team building and employee development that is less intrusive and yet targeted.
Rough budget of the measures:
After approval, it started: The project team was defined as four department heads with great interest. During the briefing, they formulated the goals, explained the approach and communicated the time available. Using the internal project management tool, we created a list to which all employees could now contribute their ideas. In addition, everyone was informed about the meaning and purpose of the project at the weekly kick-off. The list was maintained and structured by the project team.
In the workshop, the list was prioritized using the Eisenhower method and, with a focus on “low-hanging fruits,” the first implementations, deadlines and responsibilities were defined. After three months, the list was reviewed. It was successfully established that the time resources invested led to many implemented potentials. The process and list have now been defined as a process. The project is now led by a person who has barely had any project management experience to date, but is very interested in this area.
