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6 Tips for Building a Team That Works

February 24, 2020

By: Wendy Sheaffer

Would you like to know how to build a strong team that collaborates more effectively and consistently performs at a high level? Of course, you would! Teams that perform poorly and struggle with accountability are incredibly bad for business.

Whether the reason for the poor performance is conflicting personalities, mismatched skillsets, appreciable gaps in knowledge, poor morale, low motivation, all of the above, or something else entirely, you’ve got to get to the root of the problem and turn things around if you want your business to thrive. One way to do that is to use behavioral and skills assessments when building a workplace team.

How Can Behavioral and Skill Assessments Help with Building a Team?

Behavioral and skill assessments provide information that would otherwise take weeks or even years to gather through observation, which is especially important when you’re trying to figure out how to build a team from scratch. When utilized during the hiring process, they can help organizations select candidates who are a better fit for their job roles and the work culture. They are also valuable as learning and development tools because they provide a snapshot of what skills and competencies an employee possesses and where improvements are possible. When you’re building a team in the business, behavioral assessments make it much easier to predict how different employees will respond to working together over time. 

Skill and behavioral assessments can shed light on a few key areas (depending upon the type of test being administered) and provide guidance for how to build an effective team. Just a few things they can reveal include: 

  • The ability to perform certain technical tasks.
  • Overall math, reading, and computer literacy levels.
  • Personality traits, such as assertiveness, resilience, and the employee’s preferred way of managing conflict and whether they tend towards being introverted or extroverted.
  • Attention to detail, problem-solving style, and preferred work pace.
  • Leadership potential, which is especially important when you’re planning on building a team of leaders.

6 Tips for Building a Team in Business Using Assessment Data

1. Keep the End Goal in Mind

The purpose of testing for team building is developmental. That means the results shouldn’t be used as the basis for any adverse employment action—ever. Instead, the results should be used as a guide for how to build an effective team through skills matching, empathy, and respect for differences.

2. Let the Team Know What’s Happening

Transparency is a must. Your team needs to know why you’ve initiated this process and what you’re hoping to achieve. They also need to know what they stand to gain (for example, greater self-insight, personal development tools, and building a team culture). Mostly, they need to know you’re committed to the process and won’t allow their efforts to go to waste. 

3. Pick Your Test With Care

Most assessment developers/administrators/sales professionals are only too happy to explain their test's purpose and how results are measured. Listen carefully and choose a test with a purpose and methodology you can understand. Also, there’s no reason to test anything unrelated to your business needs. Know what problem you’re trying to solve before pursuing a solution. And if you need help determining where your team’s efficiency is breaking down, get it. The world is full of qualified consultants who can guide you in determining how to build an effective team, building a team culture, and analyzing your team dynamics.

4. Respect What You Learn

Why bother taking pains to discover that Laura hates to be interrupted? Jim isn’t big on chit chat and prefers to get right to the point. Paul isn’t detail-oriented if the information won’t produce any changes in behavior or expectations? Instead, use the information to develop better and more productive ways of engaging with and managing your folks while building a workplace team.

5. Have Fun!

Most people like to learn about themselves and their peers and find that assessments (especially personality assessments) are fun to do, so have fun with it. Devote a special time to discuss the results, and have a qualified facilitator present if needed. Also, don’t forget to serve snacks and play a few games! These team bonding events are an important part of building a team culture that creates trusting relationships.

6. Allow for Some Privacy

The assessment results are meant to be shared voluntarily, and for the most part, verbally. Confidentiality and privacy, however, remain an important aspect of assessments. In other words, it’s okay for Tim to reveal that he prefers to work alone versus in a group, but you shouldn’t read Tim’s report out loud (or anyone else’s for that matter) to the rest of the team, although a summary report with the team results is fine.

The Ongoing Value of Assessments

Assessments are a proven and established way to increase team efficiency, effectiveness, and productivity. Cliché or not, knowledge is power, and knowledge of your people is powerful as you explore how to build a strong team. However, even more, powerful than others' knowledge is self-knowledge because self-knowledge provides the motivation and ability to change for the better—something people must do for themselves anyway. When you arrange for your team to be assessed, you’re not only paving a path to better performance; you’re also giving your employees a valuable gift that will keep on giving for years to come. As your employees explore ways to improve, building a team of high performing members will become even easier.


effectively hire your next wave of talent

Wendy Sheaffer

Chief Product Officer at The Omnia Group, an employee assessment firm providing the power of behavioral insight to help organizations make successful hires and develop exceptional employees. Wendy joined Omnia as an analyst in 1998 and is a subject matter expert in using Omnia’s 8 columns as a tool to make more-informed hiring and development decisions and effectively engage staff. She works directly with clients and Omnia staff to provide a deeper understanding of how to use personality data to meet business goals. Wendy provides strategic direction on client requests, projects and product training sessions. For more information, email info@omniagroup.com or call 800.525.7117.

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