How to build a team | Small Business Edition

Behind every successful business or brand, is a great team! No matter the company size, this is necessary for growth. A team is there to help businesses grow to reach their endeavours, scale, and prosper in such a way that it would be impossible for one person to achieve. A great team also contains members with complementary skills sets.

For a business to achieve this, you need to start with hiring the right people. The “right people” are the people whose motivations are aligned with the company’s vision, determined and driven. 

Sometimes if not often, a company’s staff workers can make or break the businesses’ name, thus killing a business’s growth; it’s in the way they interact/engage with customers, their productivity/ability to produce results, and so on. For this reason, a strong team is a MUST! 

Behind every successful team is a good leader. Let’s help you crack this in 5 ways:

Establish expectations from the onset:

New members in every team come in “blank” (for lack of a better word), they are open to company culture, working systems and obviously, open to work as per job description. Take advantage of this. This is your opportunity as a leader to set some ground rules, and let them know of your expectations; from sales goals, 5 year plan, to the kind of team you’re looking to build.

Instill respect and connection within the team:

As much as it’s important to keep things professional, it’s also important to connect with your fellow teammates, while respecting each other’s personal boundaries. Have good working relationships so there’s peace within the work environment. As a leader, this will also help you be made aware of situations before they get out of hand/become a big deal,  like in a case where an employee is going through personal things, they are able to communicate with you before it gets to lack of productivity, absenteeism and written warnings. 

Practice emotional intelligence:

Do not neglect this one, great leaders value emotional intelligence. Treat employees like human beings, they are not machines or robots. Know what motivates your team (everyone is different); some people believe in collaboration to achieve a common goal, others believe in healthy competition. Either way, let everyone embrace themselves however they feel, people’s individual differences are not always an obstacle, it can be an asset. 


Things are easier when everyone knows where they stand. This also helps save everyone unnecessary stress and resentment, which may lead to poor performance. Communicate if you’re not happy with one’s work performance or behaviour. It’s also a good idea to put systems to place so employees can express their issues and so forth. Brush up on those effective communication skills! 

Reward good work:

There’s a saying that says “human beings are wired to gratification”, they didn’t lie. Maslow’s hierarchy of needs stated that Recognition is a NEED; everyone wants to be recognised, especially at work (by seniors). Besides that a grateful heart always does more, an employee who knows their senior(s) is impressed with their work will always strive to do more. It doesn’t always have to be something as big as a promotion, a simple certification, bonus or any other thing that can show an employee that they are being valued goes a long way. 

Amongst all that we’ve discussed today, let’s not forget the importance of organizational culture. We have written a full blog on this, find it here:


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