Ways to make sure teams connect in 2022

Connecting teams in a enterprise is like taking all of the components of a home: {the electrical}, the plumbing, sheetrock, flooring, basis, roof, home windows, insulation, and placing all of them collectively to create a house. None of these components are that purposeful with out the others.

Bringing our firm’s tradition collectively in actions and objectives was the imaginative and prescient for 2021. We meant to accomplish this in 2019 and acknowledged then there was lots of groundwork to do. We had no basis to help the place we had been going. So as to function from a unified mission, five-year imaginative and prescient, and operational values, we wanted to restructure our very basis. We’d already failed in the previous at making this occur, so we had to method this from a wholly new path.

Within the early days, I’d solo-attend conventions, seminars, or workshops and are available again telling folks what the plan was. Insert crickets. It didn’t sometimes go over nicely. It sounded good, however folks could be lacking the why behind it. There was no possession at various ranges of the corporate. I by no means knew precisely what wasn’t working, however I used to be dedicated to our numerous teams in the corporate working collectively in concord.


“Success just isn’t the absence of failure; it’s the persistence by way of failure.” ~Unknown

It lastly struck me: Nobody actually is aware of what others in the corporate are doing moreover the extra apparent day-to-day work you’ll be able to see in the event you enter our bodily house. Past that, something administrative was form of a joke. Nobody got here ahead stating precisely that, however it was implied in the disconnection of teams inside the firm and the cliques we had shaped. Shifting right into a collaborative tradition, we’ve locked in on these 4 important constructing blocks to create our basis.

Eradicate pointless inside competitors

We thought giving salespeople commissions was “simply what you do.” What this did was create inside opponents. We’d have a gross sales crew promoting, generally, very one-off issues that had been harming the underside line of the corporate.

Eliminating commission-based gross sales and changing into agency on our product line, allowed us to cease making all kinds of one-offs that had been harming our operations. Moreover, we structured a bonus plan that everybody in the corporate can entry.

Create digital dashboards

It has been a game-changer for our hybrid crew to have the outcomes of their work publicly accessible. It’s additionally useful as we doubled the dimensions of the in-person work atmosphere and strolling up and checking in, even when you’ve got teams that work in particular person collectively, isn’t all the time one of the best answer. Having these dashboards helps us higher perceive our productiveness and begin pinpointing wasted effort. We’ve been ready to make time for committees driving organizational change by lowering this wasted effort.

Encourage employee-run committees

We’ve got a core management crew that authors the annual Strategic Plan utilizing enter from all the tradition. We’ve opened the door to drive change irrespective of your place. You may have an element on a committee placing collectively a neighborhood mural being donated for a trigger, take part in the subsequent sequence of initiatives to guarantee we’re nurturing an inclusive tradition, or take part in advising our security protocols in our security committee.


The thought is that you’ve the choice to merely present up to do your work for the week and focus solely on what’s in your job description, or as you grasp the operations of your position, you’ll be able to reallocate that achieve in effectivity to function with 10% of your time month-to-month to these committees. Because of this, we’re seeing extra retention inside our crew, individuals are seeing there’s room to develop and participate in alternatives for change.

Have intentional onboarding and coaching

There are lots of people in my skilled circles indicating the dearth of expertise on the market. Earlier than I began working this firm I distinctly keep in mind a know-how agency courting me as a brand new rent. I knew nothing about know-how, so I puzzled why they’d go after me. I discovered that they rent the particular person and prepare in the talent set wanted so the worker can actually personal their firm’s processes.

We’ve got executed the identical. Whether or not you’re working in-person in our manufacturing facility, otherwise you’re remotely serving to purchasers with choices, we’ve a course of. You might be employed, have an orientation path, and are step by step immersed in your position. The purpose is to not solely have you ever really feel welcome however to set you up for fulfillment and competency.

The times of winging it and hoping issues work out with a aggressive expertise market are lengthy over. We take our new hires fairly critically and examine them as gifting us with their time and willingness to study. With this method, in 2021 we’ve gone from 34 workers to 54 workers and grown 30%. Twenty-five p.c of our workforce operates remotely.

By placing a lot work into constructing a robust basis, we’ve been ready to scale safely, deliberately, and collaboratively.

Mercedes Austin is the founding father of Mercury Mosaics.