Ways to Boost Employee Engagement

employee engagement

Are you looking for ways to boost employee engagement? Employee engagement is defined as the strength of the emotional and mental connection an employee feels towards their work. This includes their perception of their workplace, their peers, as well as the nature of the work they do. So, it’s no surprise that the more engaged an employee is, the more likely they are to remain at a company. On the flip side, employees that feel detached from their work are more likely to leave. They can also prove detrimental to the company, as disengaged employees are often less productive and more likely to miss work.

Ways to Boost Employee Engagement

Therefore, building a workforce with a high level of employee engagement is one of your major priorities as an employer and a leader. This is not only good for your business, but also your employees’ well-being. In line with that, here are five ways you can boost the current level of employee engagement in your company:

  1. Implement a recognition and rewards system

Acknowledging and rewarding employees for their stellar performances is a powerful way to boost engagement. It makes them feel like their contributions are valuable and encourages them to keep up the good work. Plus, there are multiple ways to reward employees, from simple verbal affirmations to grander incentives like compensation bonuses or attendance to exclusive training programs.

But then there’s the question of when you’re actually going to reward high performers. One recommendation is to offer rewards immediately after you learn of your employee’s achievement. Why? A study on reward systems found that people who received rewards immediately after completing small tasks showed more eagerness and enjoyment in their work. This is in comparison to people who received rewards only after they completed a long project. Additionally, the individuals who were rewarded early remained interested in their tasks even after their rewards were removed. As such, researchers concluded that there is likely a lasting positive effect between rewards and job satisfaction. So, don’t be stingy with giving your employees when it comes to recognizing their achievements.

  1. Create a healthy working environment

Let’s not forget that the physical environment plays a huge part in determining your productivity and stress levels. Employees are more likely to enjoy their job if they think of the office as comfortable and conducive for working. This, in turn, will improve your employee engagement and their performance levels.

One thing you can do is alter the workplace. Creating more open spaces can encourage conversation and collaboration among employees. And if your office doesn’t have enough space for that, simply enacting an open-door policy can foster a more welcoming environment, especially around company executives. But don’t forget that it’s equally important to provide spaces for quiet time. Break rooms can serve as relaxation areas where employees can take a breather. Meanwhile, multi-purpose rooms can be utilized for quiet time when they aren’t already being used for meetings or other events. By providing spaces for both work and rest, you’re giving your employees more power to control their productivity levels. And if you’ve gone digital, you can apply this by providing the right technology or even ergonomic furniture.

  1. Pay attention to your employees’ financial wellness

Finances are a huge part of everyone’s life, and it’s no secret that financial problems can cause stress. This, in turn, can affect other facets of their life, including their job. This financial stress could very well be hampering employee engagement. And while this isn’t directly a management issue, there are a few things you can do to help your struggling employees.

Implementing financial wellness programs for employees can be a big help to those struggling with money matters. It’s also a huge step towards creating a more financially resilient workforce. One area you can focus on is their personal debt as it can cause a lot of stress.

First, lessons on debt management should mention what types of debts they should prioritize and discuss all the debtor’s options. For instance, they can reach out to their creditors to request that they freeze interest and other charges. They should also be made aware that not all personal loans come with sky-high fees. If a loan applicant had a better understanding of their options, they could avoid paying too many fees and interest while barely scratching the surface when it comes to paying back the loan. Interest rates are one of the reasons consumers have a hard time paying off their debt in full, which could push them further into debt. But by bringing in finance professionals who can give them practical advice, your employees can understand their finances much better. And as the person who encouraged them to take charge of their money management, this could have a positive effect on their engagement at work. This financial professional can also suggest filing a consumer proposal, which can be a better alternative to declaring bankruptcy, depending on your employee’s current situation.

  1. Provide opportunities for feedback

Feedback is a two-way street that is vital to your company’s growth. Creating avenues where employees can share their opinions lets them know that they’re heard and that their voice holds weight. On the flip side, providing your feedback on employee performance shows that you’re hands-on in your management approach, which can encourage employees to strive for better performance. Plus, reports that are filled with positive comments tend to boost employee engagement.

That said, make sure you don’t neglect running through your employees’ points of improvement, as this is necessary for their professional growth. If possible, provide constructive criticism with actionable tips that they can use to improve on for their next project. As for individuals who require disciplinary action, consider opting for a more proactive alternative — progressive coaching. This method involves guiding and encouraging employees rather than simply punishing them. It provides them with the opportunity to improve their performance while also avoiding more stress and tension in the workplace. Progressive coaching is deemed an effective alternative to harsh discipline, especially since it can improve the employee retention rate. In short, clear and constructive feedback does wonders for employee engagement.

  1. Promote a work-life balance

Employee engagement also improves when individual employees are given ample time away from work. This is where the importance of a work-life balance comes in. Everyone needs some ‘me time’ to rest and recuperate. And you need to remember that your employees aren’t robots that can work nonstop. So, take this into account when planning projects and employee schedules.

If you want to take a more active role in helping employees achieve a healthy work-life balance, enact company policies and set realistic work expectations that enable them to lead more balanced lives. This can include allowing for flexible work hours and implementing paid time off policies. As the employer, you should also encourage your employees to take breaks, especially if work is taking a toll on their health. Don’t forget to take breaks, yourself as well. Because if you want to improve employee engagement, you need to be in the right state of mind.

These are just a few ways to go about improving employee engagement in your company. But while good working environments and healthy company policies are vital, these are ineffective without management that genuinely cares for its constituents. To build a workforce that is dedicated to the company, company executives should also be dedicated to promoting the growth of their employees.

Written by Ashley Parker

For the exclusive use of smallbusinesscoach.org


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What Perks Can Growing Businesses Offer To Attract New Employees?

attract new employees

Looking to attract new employees to your growing business? Offering a selection of unique and generous work perks can help seal the deal. But knowing what to offer and why is trickier than you might first think.

From game rooms and chill zones to monthly massages, attracting talent has become a war of ever-evolving work perks. But cool as they sound, these novel offerings aren’t enough to sway prospective applicants. Instead, you need to find incentives that add intrinsic value to company culture and people’s lives — this is how you attract the best new employees.

What Perks Can Growing Businesses Offer To Attract New Employees?

When offered for the right reasons, work perks are a powerful tool for attracting and retaining staff members. In this article, we look at the following perks that can take your growing business to the next level:

  • Offering flexible hours to improve work/life balance
  • Purchasing company cars to help get people from A to B
  • Organizing work socials to boost team camaraderie

For startups and growing businesses, keeping and attracting new employees proves much easier if you can offer a string of compelling incentives. Read on as we explore the best perks your company can offer to appear more appealing to the job market and attract new employees.

Organize work socials to improve team camaraderie

Do you find yourself taking on more and more new faces as the business grows? Startups often begin life with a small, tight-knit group of people, but as your operation grows so does the need for new members of staff.

It’s important to keep the company culture you love alive by bringing the latest hires into the fold, making them feel as important and connected to the company as everyone else. Not only does this breed a friendly work environment that others are clamoring to apply for, but it also nurtures loyalty and reduces employee turnover.

While everybody sees each other in the office or over a Zoom call, a frenzied schedule renders them unable to socialize with people outside of their established teams/groups. So, there comes a point where you have to step in and organize a much-needed work social to get everyone smiling in unison.

Of course, you have the classic trip to the pub or work quiz to fall back on, but if you want to stand out from the crowd then you really ought to go the extra mile for your staff.

Here are some of the most popular work social ideas to give you some inspiration:

  • Escape rooms
  • Sports days
  • Treasure hunts
  • Go-karting

The key is to tailor the experience to your company and zero in on the things your employees enjoy and avoid things they don’t. For example, if there are lots of non-drinkers on your roster then after-work drinks can feel quite isolating, equally if you have lots of sports fans then knocking off work early to see the local football team could be a no-brainer.

Note that with the coronavirus still looming over our heads, work socials as we once knew them aren’t going ahead, but with that said, there are plenty of socially distanced alternatives to take advantage of — pandemic or no pandemic, some things are more important than work when it comes to attracting and retaining new employees.

Supply company cars to help people get from A to B

Despite the pandemic restricting many operations to within the four walls of peoples’ homes, some others still need transport for work.

Whether this is professional drivers looking to keep the fulfillment process running smoothly or key workers trying to arrive for their shift in the safest way possible, there are many growing businesses reliant on four wheels to get from A to B.

Most drivers are well aware of the financial burden running a vehicle puts on their purse strings in the form of insurance payments, tax renewals, fixing wear and tear, or riding the tide of fluctuating fuel prices.

In this instance, your business can offer to take the pressure off by supplying company cars.

Although an alarming (and costly) thought at first, company cars are some of the most sought-after work perks for attracting and retaining new employees. Here are some of the benefits (as outlined in Microsoft’s business insights):

  • Eliminates an employees’ need to buy and run their own vehicle
  • Remove worries about getting to and from work
  • Your business has more control over specialty vehicles like trucks
  • Convey brand image wherever your team might be

As a growing business, you’re likely noticing an improvement in your profit margins and want to invest that money back into the company — so company cars could be that next big step.

Equally, you don’t want to be left footing the full bill and start cutting too heavily into your revenue either. As such, you must learn from the efforts of more established operations and come up with ways to mediate the overall cost.

The Shell fuel card is one such example used by companies to help stabilize mounting running costs across a vehicle-reliant operation. As shown in this guide, fuel cards benefit companies by:

  • Offering fixed rates and regular fuel discounts
  • Providing access to telematics that let you monitor wasteful driving

While certainly an incredible work perk that can change people’s lives, you shouldn’t let employees treat owning a company car like a blank check. Instead, offer the car with certain stipulations like fuel cards or restricted private usage — this way you can add some checks and balances to the scheme.

No doubt you’ll still turn heads in the job market with the promise of a shiny new coupe delivered to their driveway, but now at least you’ll have checks and balances in place to make the system more sustainable.

Flexible hours to improve people’s work/life balance

From being one of the most sought-after perks to becoming a work-from-home necessity, operating a business during a pandemic would not have been possible without owners embracing the merits of flexible hours.

For some working from home feels like a walk in the park; for others, it’s a chaotic nightmare fueled by having to juggle professional and personal responsibilities.

Restricted only by a manager’s ability to trust their staff, flexible working is not so much a perk as it is a requirement for the modern workplace. As such, attempting to micromanage employees’ work/life balance isn’t feasible because the current job market expects much more freedom from a role so it blends seamlessly into home life.

Allowing flexible hours greatly improves employee welfare and makes you appear to be an understanding, caring company to the job market, all without sacrificing much in terms of operational efficiency. It lets employees tackle the day at their own pace and create a schedule that works for them.

Work perks are a great way for growing companies to showcase company culture and attract new employees, but only if they offer intrinsic value and are put in place for the right reasons.

 From simple yet appreciated offers like work socials and flexible hours to big gestures like a company car, offering work perks is all about knowing your people and improving their lives.

Read this post on why employees leave and how to retain them.


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How to Attract Qualified Employees for Small Businesses

attract qualified employees

How do you attract qualified employees for your small business? Running a successful recruitment process for a small business can be challenging. Small businesses need to compete with large companies to hire qualified candidates. They also need to instill confidence in their growing brand to attract high-quality talent to work for them. Needless to say, that those small businesses that do succeed in hiring qualified candidates handle their hiring process a bit differently.

Job seekers scouring the internet for suitable jobs are thirsting for something different. They are eager to apply to profiles that offer unique perks and more control over their working hours. As a small business, you can use this as an opportunity to make your job posting stand out. Use your job postings to promote your company as a great place to work. Talk about your work from home policy or the support your workplace offers to working mothers. Such unique elements can make job seekers sit up and notice your job posting leading to more responses from qualified candidates.

How to Attract Qualified Employees for Small Businesses

Here’s a look at some concrete steps that you can take to hire qualified candidates for your small business –

  1. Offer Pay Packages Competitive With the Market Rates

Small businesses tend to stick to the pay packages that they can afford. If the salary you offer is lower than the going rate for the job, talented candidates will not be interested in applying. If an analyst’s starting salary is $50,000 per year, why would anyone apply for a job that offers only $50,000 per year for the same job?

To find employees who are well-qualified for the job, the first step is to find out how much other businesses are offering for similar roles in the job market. Base your offer on that figure to ensure responses from worthy candidates.

  1. Elevate Your Recruitment Process Using Technology

A small business recruitment process can benefit a lot from using the right technology. Use efficient software such as an applicant tracking system to expand your applicant pool and improve your screening process. Technology can streamline your hiring process and ensure that your recruiters respond timely to all candidates. Receiving a prompt response from the recruiter’s side, shows professionalism and respect for the candidate’s efforts. This is a subtle employer branding strategy that can establish your image as a small but systematic organization.

  1. Highlight the Benefits of Working With a Small Business

Qualified candidates working in large organizations may not know the perks of working with small businesses. Emphasize the benefits you offer your employees to make your job postings attractive. Some small businesses give their employees the option to work from home or flexible working hours. Other unusual benefits include music nights at work, power-napping stations, gaming zones in the office and fitness allowances.

Including details about the perks and benefits, you offer your employees is a lucrative employer branding strategy. It enables you to position your company as a workplace that promotes work-life balance and makes the job prospect more appealing for qualified candidates.

  1. Make the Job Posting Interesting & Unique

Applicants are more likely to apply to a job posting that they find interesting to read than something written using boilerplate text. Small business recruitment teams should make an effort to create unique job postings that catch qualified candidates’ attention. To attract qualified employees who are experienced and skilled, your job posting should be carefully drafted to reflect the correct details and get candidates interested in your company. Make sure to include information about what makes your organization unique and the benefits you offer your employees.

  1. Leverage Your Current Talent Pool

Include a remunerative recommendation system in your recruiting process. Encourage your current employees to recommend suitable candidates who they think can be good recruitment. If your employees are happy at their job, they are likely to talk about their work with friends and ex-colleagues. Happy employees are the best source for finding qualified candidates that can be a good fit for your organization.

An employee giving a recommendation is giving your company a vote of confidence as an employer. Recommended candidates can usually be hired with a shorter interview process and prove to be a better cultural fit into your business compared to candidates sourced from outside.

Small businesses may face more significant challenges when it comes to finding employees who are qualified and experienced. But with persistent effort, you are sure to find many talented people who fit your team and are passionate to work with you. The secret is to think differently and try to make your small business recruitment process stand out from the crowd for the right reasons. Try a few or all of the recruitment strategies mentioned above to enhance your own recruitment game. Innovative employer branding strategies that showcase your strengths as an employer, creative job postings, and a smooth recruiting process can help you create a talent pool that empowers your small business.

Talk to us about the recruitment strategies that work for you and which don’t. We would love to hear from you!

Here’s another post about Strategies to Retain Your Employees. Also read this post about 7 Ways to Attract High Quality Employees.


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What Every Leader Should Be Teaching Their Employees About Finances

teaching employees

Is your business currently teaching your employees about financial wellness? Though it may not be the first thing on your mind when it comes to employee engagement, it’s an offering that many prospective workers may be in search of when choosing what company they want to work for. In order to attract high-level candidates, consider ways that you can teach your employees how to better manage their finances.

Ensuring your employees have proper financial wellness skills will not only help them feel confident in the workplace, but will also have them feeling valued by their employer and are more likely to stay long-term. As a leader, it’s important to take an introspective look at the offerings your company currently has and evaluate how you can improve or begin implementing them into your organization.

What Every Leader Should Be Teaching Their Employees About Finances

Follow along for some of the most important financial lessons you should be teaching your employees.

Teach Your Employees The Fundamentals

When it comes to teaching employees about finance, it’s always best to start with the basics and work your way up to more complex topics. There are a wide range of topics you can cover, so be sure to choose the ones that you think will bring the most value to your specific team. For inspiration on these topics, lean on professional resources such as guest speakers, seminars, or online learning tools that can help you better navigate these conversations.

A simple way to start this process is to encourage your employees to do their own research before big purchases. Whether they’re determining how much house they can afford or looking to start a family of their own, encouraging your employees to ask questions and utilize available resources will help them feel confident in their financial decisions. During their time at your company, it’s likely that they will make a few major investments. Having open time during your day where your staff can approach you and ask questions will help them feel more comfortable and ready to handle any financial decisions coming their way.

There are many times throughout the year when these fundamental discussions can be relevant such as bonus periods, holidays, and tax season. Tax season is a particularly great time to offer learning opportunities. Hosting discussions around tax returns can be helpful as taxes are an area that many employees find to be overwhelming. Having an informational hub or discussions on how they can do their taxes will be a huge weight lifted off their shoulders. Even just providing basic information on what this year’s tax returns may look like will be a huge benefit to them.

Review Company Benefits

As a leader, it’s important to take the proper time to educate employees on the company benefits and financial resources they have available to them. Although it’s likely these benefits will be reviewed during the onboarding process, providing ongoing training and reminders on these benefits will be greatly appreciated by your existing employees. Host open invitation meetings on a routine basis where employees can get a refresher and ask any questions they may have. This is especially important to do during open enrollment periods. Some of the major company benefits you’ll want to review with employees include health insurance, retirement plans, life insurance, and disability coverage.

Outside of the routine benefit packages, you should also take some time to educate your employees on any other programs your company has available to your staff. This may include an Employee Assistance Program or even a financial advisor contact with your 401(k) or retirement plan. Simply giving them the appropriate contact and information to these resources will help point them in the right direction and make them feel valued to the company.

Offer Learning Opportunities

Offering educational opportunities on budgeting and personal finance is a major perk for any business to offer. Though hosting meetings on personal finance lessons may seem like a waste of time, it can greatly help your employees feel more comfortable and valued in their work environment.

To make learning opportunities more enticing and valuable, think about ways that you can sponsor more unique opportunities. One way to do so is to consider taking an annual company retreat or conference. At these events, you can incorporate some financial advice into the day to help keep your employees on track for financial success. It’s a great way to further your available learning opportunities while keeping your employees motivated and engaged.

Foster Open Communication

One of the most important things an employer can do for their team is to foster an open communication environment where anyone is welcomed and encouraged to ask questions and host their own discussions. Having strong communication skills is a valuable trait for leaders to possess and one of the most sought after traits employees want their superiors to possess.

teaching employees about finances

Let your team members know that you are there to listen and help them during times when they may need it most. For example, during one-on-one meetings and any critical discussions, it’s important to be open and honest. Transparency will always go a long way at any company. When transparency exists, team members are more likely to have higher satisfaction levels, productivity, commitment to the company, and overall alignment between teams.

When developing an open environment, think about your employees who may be more reserved or less likely to speak. These employees are only likely to ask questions in a one-on-one environment when they feel comfortable doing so.

For these important discussions, such as career and salary talks, it’s especially important to be transparent and ready to listen. Salary is something that can be an intimidating topic for many employees. To minimize these fears, be upfront about the salary you are giving your employees and allow open communication about raises. Even if you aren’t able to give a raise, employees will appreciate the honesty and open communication.


Your employees value and appreciate any time you spend making them feel valued and heard. Be sure to allow for plenty of feedback during these educational sessions or meetings as this will help you in the long-term. Now it’s time to start teaching!

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Deploying Effective Sales Force Management in Your Business

Sales Force Management

Effective Sales Force Management in Your Business

As a small business owner, you know that you may be offering the best product or the best service in the world. But if you don’t have good sales force management, you may not be able to survive in business.

Due to its importance, it is crucial to be always on top of your sales force management to ensure that it is working as it should. Frequently improve some aspects of your sales force management and discover what’s not working properly.

So, business owners and sales managers have a key role. After all, they are the ones who need to ensure that the sales team is maximizing the profits while, at the same time, they are delivering the best possible value to customers.

What Is Sales Force Management?

Simply put, a sales force management is the process that involves not only the developing of the sales team but also the implementation of different selling techniques that will allow your business to hit all the sales targets that are defined.

While many business owners believe that good sales force management only serves to boost sales, the truth is that it has other purposes. After all, it can be a great help to stay in tune with your industry as it grows as well.

The role of the sales manager, as we already mentioned above, is extremely important. After all, it includes having a clear picture of how the sales processes work and how to monitor and keep track of them. Additionally, he should also be able to notice any issues in an early stage and take the time to coach people before the sales targets aren’t hit. Last but not least, the sales manager should also have a good grasp of the tasks that the sales team is performing and the final result is growing sales.

Three Key Aspects Of Sales Force Management

Within sales force management, we can say that there are three main areas that need to be observed and well monitored.

#1: The Sales Operation: Building The Team

While you may no longer be in this stage, every so often you will need to hire new salespersons for your sales team. So, you better not skip this step just yet.

Something that you should keep in mind is that your sales team is a very important part of your business and they should feel they are a part of the entire business.

One of the things that many small business owners tend to do is look at their sales team only as money-making machines. However, you need to remember that you are dealing with human beings who need the right kind of resources in order to do their job the best way they can.

Team Building With Your Sales People

Whenever you are hiring people for your sales team, while they may already have some experience, it is always better to provide them with training so that they can develop their skills. In addition, this is also the perfect time to show them how the entire team works together towards the sales goal.

In order to have a good sales team, you need to set targets for them. However, you need to ensure that the goals are realistic and that they feel they are able to achieve them. In order to do this, you will need to:

  • Set targets
  • Establish quotas and goals
  • Assign territories

Even though this should motivate them, the sales manager should always be paying attention to each one of the team members to see if they are losing their motivation or if they feel lost in some way.

#2: The Sales Strategy: Defining the Sales Process

Now that you have a sales team formed and educated to make sales, how will they make them?

Every business needs to have a sales pipeline. In case you don’t know what that is, a sales pipeline is the different activities that need to be done with each prospect that carries them from the beginning until they close the deal.


On average, 80% of all sales are made between the 5th and 12th point of contact in the sales pipeline. Unfortunately, most business owners give up after 1 or 2 points of contact!

#3: Sales Analysis: Reporting

Within sales force management, there is always the need for reporting. After all, this is what allows you to understand how well you are doing and what efforts need to be made to increase sales such as redistributing tasks or hiring more salespeople.

In order to make things right, you need to ensure that the reporting involves quantifiable indicators or sales metrics. These indicators should be able to tell you how each step of your sales process is working as well as whether you will achieve your targets.


If your goal is to achieve healthy growth in your business, a sales team can propel your business forward. Employ good sales force management and you will be able to put your growth on autopilot! Here’s a case study: Using a Sales Management System in a Manufacturing Company.


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Value of a Team Building System

Team Building System

When you have a small business, you know that communication between the different team members is crucial. However, you also understand that before they are a team, they are individuals, each one with their own personalities. So, how can you make sure that all your team members get along and can communicate well so that you can achieve your business goals? The key is to implement a team building system.

Create a Diverse, Powerful Team Using Team Building

Within a team building system, everyone knows each other’s personalities and each team member adapts to the behavioral style of the other team member. Instead of thinking the guy who speaks bluntly is a “jerk,” you realize the simple fact that that’s just the way God made him.

One of the things that you may be thinking about the team building system is that it is hard to implement. After all, it isn’t easy to have different personalities working together and communicating well without conflict.

Importance of Team Building

So, today, we decided to give you 7 tips on you how can implement a team building system within your small business.

#1: Create A Common Vision:

When you are implementing a team building system, it is important that all team members share the same vision – what you want to develop and where you want to go. Developing a vision usually happens when you develop a Strategic Plan. Keeping the vision in front of your team is paramount.

#2: Develop Common Goals:

To ensure that you have a working team building system, you need to make sure that all the small business goals are not only understood but also supported by all team members. Developing a shared vision and plan covers this step.

Each member has their own role and deliverables within the team. So, each member needs to understand his or her role to meet the final goal.

#3: Use Psychometric Profiling:

Using psychometric profiling with your team can be interesting and fun. The DISC and Myers Briggs profiles are some of the most popular. When hiring a new team member or promoting one of your existing team members you can decide in advance what personality type is the best fit for the position. For example with sales, you probably want an extrovert for the position. In team building as you profile each team member and then share the results with your team, people become more aware of themselves and other team members.

#4: Clarify Responsibilities And Roles:

One of the best tips that we can give you to ensure that you set up a team-building system within your small business is to clarify the responsibilities and roles of each member of the team. The truth is that many small business owners tend to assume that everyone knows their role and responsibilities and they don’t need to be clarified at all. However, this isn’t always true and not having clearly defined roles can erode communication and achieving the company’s goals.

So, make sure that everyone knows exactly their responsibilities and roles. Ideally, this is covered from the day they are hired with a job description that each member agrees to and signs. Ideally, none of these roles or responsibilities overlap.

#5: The Need for Management Support:

Needless to say, managers ensure that everything is running smoothly. However, another important part of their job should be to question whether the team’s needs are all satisfied. In case they aren’t, managers need to take the time to see what they can do so that the team can enhance their efforts. One of the things that are often needed is extra education or extra training.

Team Building System

#6: Everyone Should Be Engaged:

In order to guarantee the success of the team building system, you need to make sure that all the participants are not only engaged but that they are also challenged throughout the entire process of team building.

All you need to do is to find the areas or topics that team members like or that are relevant to them in any way. Then, you can do some kind of exercise or activity to ensure that they are challenged and that they can have fun with one another.

#7: Give Your Team Some Room:

Whenever you hold a team building session, you don’t have to be at the office. In fact, this can do more harm than good. Instead, you should consider taking your team members to a different environment where you are not distracted with any urgent items, voice mail, or even emails.

Think about your team building system in terms of fun. Hold your meeting outdoors, at an amusement park or in a more formal environment like a meeting room.

#8: Take Some Time to Learn:

Most small business owners believe that all they need to do to manage and grow their business is to make the right decisions. However, they are forgetting about one crucial aspect: how can they make the best decisions if they don’t take the time to listen to their team members?

Unfortunately, this tends to happen a lot and this ends up leaving the different team members somewhat lost. In order to prevent this from happening, ensure that you take some time to listen to all your individual team members. So, you need to ensure that they know that communication is always open and that you are always ready to listen to them. Ultimately, this will leave team members feeling comfortable when they need to express their needs.

  • Are you open to using a team-building system in your business? If so type “yes” below.
  • What are your thoughts about developing a team building system? Share below in the comments.
  • What has worked well for you? I would love to know what has worked for you. Share below.


Developing a diverse team can be a very powerful weapon in growing and competing. Implementing a team building system can unlock a major force and your business can take on a life of its own. Here’s a case study on Using a Team Building System in a Landscaping Company.

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