Organization Best Practices to Implement Into your Team

A globally known CEO is kidding no one when they publicly state that their success “kind of” happened out of nowhere. If you are in a position that resembles theirs even in the slightest, you know the trials and tribulations of running a business. The hardest of these may be managing a team of employees. There is no shortage of elements to consider when people are involved. Especially where people are involved. For example, a team of people from a multitude of cultural backgrounds requires a unique and thoughtful approach to manage and grow effectively. But more on that later.

As you are certainly aware of, a sole business has more moving parts than one can ever observe from the outside. Employees are only a single part. There are sales to be made, receipts to be kept track of, and customers to entice and retain. Seeing as you oversee all this, these moving parts are likely more obvious to you than anyone else. Unfortunately, this knowledge also means the responsibility to implement organization best practices for your team falls to you. Author Jeffrey Gitomer spoke to this, “Management’s job is to convey leadership’s message in a compelling and inspiring way. Not just in meetings, but also by example.”

Realistically, making these practices a reality will demand some intentionality on your part. To assist you in this, we have put together a few ideas for you to begin wrapping your mind around.

Make clarity a priority

Employees want to be able to be able to show up at work each day with a clear idea of what is expected of them. From the meetings they must be present at to the unique workload applicable to their position, there is no shortage of time-consuming tasks. But sometimes, whether it is due to the large number of these tasks or simple disorganization, employees will spend more of their time trying to make sense of what is being asked of them by their boss instead of being productive. Like it or not, you, the boss, hold the keys to unlocking the potential of each employee in this regard.

“As a team leader, one of your top priorities should be clarity,” said Ian Heyman, Founder of Male Drip Protection. “Without this element as a staple, all you have is a highly-priced bill for aimlessness.”

This is great in theory but how does this work in the real world? It starts with the simple act of intentionality. If you set aside the time and resources to communicate properly and completely communicate with your team, every member is far more likely to be on the same page so to speak.

“Virtual calendars and email reminders have pulled off somewhat of a revolution in my workspace,” said Jayme Muller, Brand Manager at RTA Outdoor Living. “They can be a little tedious to get off the ground when there are many people involved. But once you get the hang of it you’ll see how much of a difference it can make.”

Be generous with your praise

Odds are, you have been on both sides of the boss-team member relationship. Therefore, you have somewhat of an understanding of how different each work culture can be from another. For example, the boss who stomps around huffing and puffing creates an atmosphere filled with stress and agitation. Either way you look at it, this is a less than ideal workspace. But the flip side of this example is true as well.

“Complimenting or encouraging your staff on a job well done is infectious in the best way possible,” said Brian Munce, Managing Director at Audacia Home. “It does not have a fleeting impact as you might think. People remember the compliments paid to them and are more willing to do the same for others.”

Compliments go much deeper than you might think. At the end of the day, employees show up to work because there will be a paycheck coming to them. It is not the free cups of coffee or the uncomfortable office chair that brings them back day after day. That being said, any compliments your employees receive from their superiors sticks with them. In the long run, this approach to the boss-team member can be what sets you apart from your peers.

“If you have a staff member who does a noticeably good job on a project, say so,” said Michael Fischer, Founder of Elite HRT. “There is not enough genuine human connection in this world. If your employees feel this from you in your praise, they will start to naturally gravitate towards team unity.” 

Give room for personal expression

There are far too many office environments out there where the people in charge are similar in nature to a steamroller – whatever direction they choose to go is now a reality. And anyone who stood in the way is left flat in the wake. No employee wants to feel this way. Shoot, no person wants to feel this way. Yet, time and time again, this is the way things go at the office.

“If you don’t give your employees room for personal expression, it simply won’t happen,” said Jo Wong, VP of Marketing at “When there is space for this, the office tends to be a little livelier. All it takes is a little effort on your end.”

One of the best ways of going about this is to incorporate it into your regular meeting times. Often, the routine of a morning or afternoon meeting can result in those attending doing nothing more than checking their necessary boxes and moving on with their workday. But if you give these people a chance to speak their mind, it could be just what your company needs to move forward.

“You know at the end of meetings when the person leading it says something like ‘Everyone understands?’ or ‘Everyone agrees?’” said Woody Sears, Founder of Autio “Don’t be this person if you want to hear from your employees. Those phrases are just an invitation to be quiet and move on. Ask the opposite question instead, ‘Does anyone disagree?’”

Non-work activities 

Remember that work training you went to a few years ago? Or, do you remember having a traditional camp experience as a child? Either one of these more than likely had some team-building exercises. You know the type – trust falls and relay races. The idea behind these was to get the participants out of their shell and begin to connect with the other people present. However, both events are incredibly short term, lasting no more than a week at the very most. On top of that, the other people present generally don’t have overlap with your true daily life. But there is a nugget of wisdom to glean here. 

“If you can rally your employees to participate in work parties or outings, I’d bet your teamwork in an office setting rises,” said Jae Pak, Founder of Jae Pak MD Medical. “The beauty of this is that you can tailor these activities to your personnel. And you should be sure to do this.” 

What does this look like, practically speaking? It starts with understanding who your employees are and what they are interested in. Even the most carefully laid out plans for a party will be for naught if the people you would like to attend the party have no interest in doing so. Therefore, it stands to reason that you need to do a little digging before committing to anything. 

“Unfortunately, there is no perfect answer to the question of what you do to bring your team together,” said Anamika Goyal, Head of Architecture and Design at Cottage. “Except, getting to know them personally will always be the first stepping stone. That way, you can put together at least a little something of interest when you do something unrelated to work.”

Set and keep the rules

Regardless of what your perception may be, there is one certainty in the working world – it is not a playground. Yes, there are rabbit holes filled with fun, enticing items. But the aura of business demands professionalism and honestly, upright morals. All this to say – there needs to be incredibly apparent structure when it comes to how your team operates. If all you have is a free for all, you will be met with more stress and confusion that you will ever sift through.

“There are certain universal rules of business that must always be followed,” said Charles Tichenor IV, Founder of Facebook Disrupter. “Appropriate language is one of these. But certain companies, industries or individuals require additional guidance. It’s up to you to figure out if this is needed.”

The latter part of this really falls to professional choice and awareness. What is it about your industry or team that could pose potential issues down the line? You would be wise to identify and take measured steps to head them off.

“Communication is a much different ball game for any team working remotely,” said Scott Annan, CEO of Mycube Safe. “You need to have some expected standards for how every employee will operate within this world otherwise the whole thing falls apart.

Getting the most out of your team daily will push you to your limits. But it is imperative that you do so. Author Kris A. Hiatt put it best, “Teamwork is a make-or-break situation. Either you help make it or the lack of it will break you.”

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Lee Clarke
Lee Clarke
Business And Features Writer


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