BY Nicky Denegri

DATE: 26 FEB 2024

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5 ways to create a growth-led team culture

In the past, the words “team culture” might have brought up images of after-work drinks, brash sales teams, hustle and bustle, fresh fruit in the kitchen, or ping pong tables.

But in a post-Covid world, team culture means something totally different. Not only are employees not sharing the same spaces, their perceptions of what culture means - and what’s important to them - has changed drastically.


What do post-Covid employees want?

The pandemic changed people’s priorities. Yes, money is always important. But during Covid, employees spent more time at home, less time in daily commutes, and had time to re-evaluate what was significant to them. Multiple studies have shown that some job seekers (millennials in particular) see a good company culture as more important than salary and view learning and development and career progression as vital when choosing to join or stay at a company.

Because a strong culture translates to 33% higher revenue on average, businesses are buying in. After all, according to the Gallup State of the American Workplace Report, engaged employees are 17% more productive and have 41% lower rate of absenteeism than their less engaged colleagues

Growth-focused companies are increasingly working to create cultures that meet their employees’ expectations and provide them with the learning and development opportunities they crave.


A growth-led culture

Culture doesn’t just lead to growth. Growth-led culture leads to growth.

But how do you create that culture beyond hiring the best people?


1. Weave a growth team culture into learning and development

Do your L&D sessions focus on growth? Are your sessions focused around how everyone, from the finance team to the support team to the growth team, can contribute to your company’s success?

If not, how do you change that? What skills do your leaders need to weave growth into your culture? What needs to change around your company values?

And finally, are you communicating your strategy and plans throughout your departments and linking in your employees’ personal development plans to the overall aims of the business? By doing this, you can ensure your people are bought-in to your objectives and included in your growth journey.


2. Create a team that is accountable for their own growth

Good leadership can motivate a team. By helping your team to cultivate individual growth mindsets, a similar outlook is created across the team.

This can be done by taking a step back on micromanagement, providing training that makes them feel secure in their knowledge and practices, and rewarding your team when they think for themselves or outside of the box. Then encouraging a collaborative environment with things like team building days, buddy systems, coffee break chats, and cross-departmental meetings with a growth focus.

When everyone is on the same page, this then feeds into an overall business culture based around growth, powered by self-awareness of people’s strengths and development areas, and delivered via brilliant feedback and coaching skills.


3. Create a psychological safe space

Do your team feel empowered to speak up with fresh ideas? Do they feel like they can try new things? Are they able to come to work and bring their whole selves?

By creating a culture where these things are normalised, your team is able to feel at home in the workplace, able to suggest new ideas or solutions, push boundaries, and feel comfortable striving towards growth.


4. Make development ongoing

As we mentioned above, development has become more and more important to employees. Sure they want a great onboarding experience and want to learn how to do their job well, but they also want to continually develop.

It’s important that feedback is woven into day-to-day operations - continually guiding your team members towards growth-led practices and mindsets.


5. Get everyone in a room

As we all work separately, collaboration can be harder. It can also be harder for people to motivate themselves or buy into growth when they’re not in the same room as their peers.

Even Zoom or Team calls don’t always quite cut it. Sometimes, you need a physical meet up, flipcharts on the wall, and ideas on a whiteboard. Many businesses are choosing to hold their learning and development sessions in person so their team learns together - and cultivates similar values and outlooks.


Creating leaders who create growers

Your team isn't just going to start becoming growth-led on their own. (Some might, but a whole sea change isn’t going to just happen…) That’s why having a leadership team who are focusing on creating a strong culture driven by success is vital.

That’s where our Teammaker programme comes in. Not only does it incorporate the points above, it preps your leaders for higher performance, ensuring that they’re ready to face the cultural and business challenges of the modern workplace.

It also helps them:

  • Develop a deeper understanding of their personal style and how it impacts a team
  • Discover key emotional intelligence competencies, including empathy, optimism, and resilience
  • Improve leadership skills and drive team success
  • Learn effective delegation techniques to increase performance and productivity
  • Understand the importance of feedback and coaching in team development
  • Learn how to build strong professional relationships
  • Discover how to harness the power of effective decision making
  • Understand how to motivate a team and lead others
  • Form assertive communication styles and use them to achieve your business goals
  • Discover how to present with impact, gravitas, and authority

Want to find out how Teammaker could help your business transform to a growth-led culture?

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