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How to build a thriving organization within teams in your company

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Your employees are the lifeblood of your organization. They are your most valuable asset, the core of your company. If you want your business to thrive, you need to learn how to lead, how to build, and how to organize your teams. This article can help you.

Rules and tools – making things easier

Similar to clarity, you want to make your teams better organized through clear rules and useful tools.

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Simply put, set rules, and stick to them. You will have meetings on set specific dates, at a set specific time, where no phones will be allowed (just an example). Another rule you should

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implement is no work communication outside business hours (barring emergencies).

You should also provide your teams with the proper tools to succeed. Invest in the newest equipment and services. Don’t torture your people with outdated laptops and slow internet speeds. Invest in communications software, improve what you already have, get alternatives to slack, skype, or whatever typical software people use, invest in things that suit your needs specifically.

Directness and clarity

Improving communication directly improves your company in many areas. Done right, good communication leads to fewer mistakes, more significant results, and greater motivation among your workforce.

So, first things first – be clear and direct. Beating ‘round the bush wastes energy and makes you seem uncertain and insecure. It further decreases the faith your people might have in your leadership and your expertise. A lack of directness also makes you waste time, it postpones the execution of specific tasks.

You also need to be clear when giving feedback, instructions and ordering tasks. Ambiguous orders will only frustrate your employees. It will make them much more prone to failure, as well as making their jobs harder. This breeds resentment and lowers the quality of your products and/or services.

Work on your clarity. Cut out all the fluff, all the unnecessary tangents and anecdotes when giving orders. Figure out what you want your people to do, and give them clear, concise points. If you’re communicating over email or some kind of app, always reread everything you say.

Patience and sympathy

We have already mentioned directness, but you also need to be patient and kind. It’s better to repeat yourself two or three times than to have an employee. This is especially important if you have new recruits on board.

Furthermore, you create a culture of openness. If you have consistently acted as a patient and sympathetic boss, people will be more inclined to ask you questions. If they feel threatened, your people might be afraid to ask you to clarify a task, which may lead to mistakes. They might also avoid providing feedback of their own, making you miss out on valuable tips and advice.

Listen to people

You want to have your people feel heard. Letting people understand that they are needed, they are not just cogs in a huge, grand machine. Besides, you will probably learn something, and make the workplace happier and more efficient.

We suggest you dedicate two to three hours per week (at once or spread out, it’s up to you) where you listen to their ideas, suggestions, and plans.

If you don’t have an HR employee at the ready, you should also dedicate some time towards resolving issues, conflicts, and some general problems.

Celebrate success

People love to have their achievements and skills recognized. No matter how small a task, you need to let people know that you have taken notice. One of the best things you can do is give people raises or bonuses for a job well done. However, there is more to appreciation than simple  

Financial compensation.

An important part of this process is to not fake it. A small contribution is still a contribution, be aware of that. Compliment people on a job well done, even if it was something rather basic. And of course, if you all finally finished a large project, treating your people with an office party, or some kind of team-building trip will do wonders.

Help your teams understand the “why”

The last thing you want is for your people to feel like Sisyphus pushing a boulder uphill, only to have it roll down every time he reaches the top. You need to help your people understand why their work is important, why they matter.

If you let people understand why their work is essential, you will see drastic changes in their motivation.

Help them understand what their roles within a certain project mean in the grand scheme of things within your company. Show them directly how their tasks and subtasks tie in with a large project. Explain that without their roles, without the tasks they are set to accomplish, the project will fail. Then, explain what the project itself means for you all.

Doing this will help them understand that they truly contribute to the company. Furthermore, it will also give both them and you a sense of the milestones and goals that need to be achieved to reach success.


The quality of your team represents the quality of your company. A motivated, efficient task force that believes in your business and trusts your leadership is unstoppable. Learning how to motivate this energy and then learning how to focus it is key to success. The tips found above will point you in the right direction.

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