Success in business is never a solo action. After every flowering company is a high performance team This understands its mission, works efficiently and yields results. As in sports, where a well -coordinated team wins championships, in business, the right team determines whether a scale company or stall.

I have built and managed teams in the Smart Coworking, and one thing became clear: the best companies do not hire only employees; They build teams on purpose. As Jim Collins favorated Good for great, “First, get the right people on the bus, and then understand where to run it.” Your team must approximate your vision before you achieve great things.

Connected: Sports teams cannot be successful without strong players. Your business may not be either.

Step 1: Employment with purpose

Recruitment the right people is the foundation of building a winning team. Many founders of billionaire companies, especially in Silicon Valley, dedicate two hours every day to employment because they realize that talent is their greatest wealth.

In Coworking Smart, we have seen the first hand that cultural adaptation is as important as the ability. We give priority to the employment of individuals who match our essential values ​​and show suitability. Restation is important, but mentality and attitude are critical. I always ask myself: would I like to work alongside this person every day?

A practical advice: create a adaptability Questionnaire as part of your hiring process. This helps to ensure candidates resonate with your company's mission before going through the door.

Step 2: Training as a championship team

Employment is just the beginning – the training is where real magic occurs. One of the biggest mistakes I see that business owners make is throwing new employment at the deep endless boarding.

When I worked on Airlines goal, the training was taken seriously. Before touching a single system, I suffered a long diving by learning the company's culture, tools and processes. At the Smart Coworking, we implemented the same approach, ensuring that every new employee suffers a structured training program before being fully integrated into the team.

Studies from Harvard business review Show that companies with structured onboard programs see 50% higher productivity rates from new employment. Training is not an expense-is an investment in long-term success.

Step 3: Putting clear expectations

A strong team is built on clarity. Employees need to know exactly what is expected of them from day one. Clear role definitions, performance standards and a structured feedback system help employees stay in accordance with the goals of the company.

Peter Drucker, often called the father of modern management, once said, “What is measured is managed.” place Main Performance Indicators (KPI) Ensures that every team member understands how their work contributes to the company's broadest objectives.

Step 4: Creating a Ownership Culture

One of the most powerful transformations into a company occurs when employees stop looking at themselves as workers and start seeing themselves as owners of their responsibilities.

• Empower employees to make decisions that affect their work.

• Foster a The culture of responsibilitynot micromanagement.

• Implementation of performance -based stimuli associated with key results.

At Coworking Smart, we introduced profits sharing profits that approximate the team's success with financial rewards. The result? Employees take on personal responsibility for the results, increasing motivation and productivity.

Connected: How to structure and build a team for long -term success

Step 5: Address Underperformance Proactive

As in football, some players will need a yellow card – a warning that performance should be improved. Best teams address subformation before becoming a chronic issue.

A well -structured one performance The system, including monthly checks and real -time feedback, helps to keep employees on the right track. A study from Review of MIT Management Sloan They found that teams receiving continuous feedback perform 22% better than those with single annual estimates.

If an employee continues to underestimate despite the reactions and clear support, it may be time for the red card – letting them go. As Peter Drucker noted wisely, “A well -run business has no room for the wrong person in the wrong job.” Keeping the subformer employees too long drains the morality and reduces the efficiency of the team.

Step 6: Reinforcing team culture through regular training

A great team is not built once – it is constantly refined.

• Keep monthly training sessions to refresh skills and present new strategies.

• Encourage the mentoring from colleagues to strengthen the company's culture.

• Develop a Sharing knowledge The system where employees document and pass the expertise.

At Coworking Smart, we implemented a quarterly leadership development program, where high -potential employees are trained to take more responsibility. This ensures business continuity and long -term scaling.

Step 7: Recognizing and rewarding perfection

People stay where they feel appreciated. By peakCompanies that implement employee recognition programs see higher levels of retention and a 21% increase.

Simple strategies to recognize perfection:

• Publicly admit achievements in team meetings.

• Offer monetary incentives related to business goals.

• ensure Opportunities of growthsuch as special promotions and projects.

At the Smart Coworking, we created a month of employees of the month that highlights extraordinary contributions, further strengthening a culture of excellence.

Connected: Is your team thriving or just survives? 5 long -term strategies to build and keep high -performance teams

Your business is as strong as the team behind it. Building a smart team is not just about employee employment – it is about developing a group that matches your vision, performs at the highest level and continues to grow.

As Jim Collins said, “Excellent vision without great people is irrelevant.” The most successful businesses are the ones that take time to work well, train effectively, communicate clearly and reward excellence.

Main Taking? Your company should serve you, not the other way around. Investing in the right team allows you to withdraw, on the scale and ultimately enjoy freedom This venture is intended to bring.

Connected: How to develop leading skills in your team