In many ways, our work lives mirror academic calendars, with meetings, deadlines and projects being put on hold over the summer months and replaced with vacation coverage and preparation to hit the ground running come September. An Accountemps survey found that nearly six in 10 workers save much of their vacation time for June, July and August, taking roughly 10 days off during those months. While team-building may not be a primary objective for leaders in human capital management (HCM) during summer months, the disruption caused by summer schedules can provide a unique opportunity to connect staff in lower-stakes initiatives and boost the overall morale within an organization.
Team-building can benefit an organization in multiple ways and is key to promoting a positive company culture.
- Effective team-building:
- Engages employees
- Creates a sense of trust among team members
- Boosts communication and collaboration within various departments and the organization as a whole
- Increases unity and teamwork within the organization
- Reduces stress
- Generates creativity and sharpens problem-solving skills
- Increases staff retention
Getting started for summer
The best practice for compulsory workplace retreats and team-building initiatives is to schedule them during regular work hours. It’s also recommended that these events are timed outside of peak busy seasons, as it’s challenging for people to connect while they are worried about a pending deadline. Some of the biggest complaints about team-building endeavors are that they are time-consuming, expensive and involve forced participation.
One of the most effective team-building exercises I participated in happened organically because of a promotional flyer. A local ice cream shop promotion featured a unique $2 treat each Wednesday afternoon for the summer and was just a short walk from the office. Each week, a small group of people from different departments would take orders from everyone on site who wanted ice cream, and then everyone would come together to enjoy their ice cream in the kitchen.
Keep it short, simple and during regular work hours
While it doesn’t make sense to schedule all-staff team-building when a lot of people are away, small initiatives that are easy to join allow for everyone to participate. When we call team-building an “event,” it adds a formality that may undermine the intent. Corporate wellness consultant Tommy Millar told HCM DIALOGUE that getting practical ideas for such initiatives can be as simple as “asking people what kind of programs they want.” The beauty of summer team-building is that not everyone needs to be present. Also, small events allow people to opt in when they have time without feeling like it is an obligation. This also means they are more likely to be engaged when participating.
Examples of micro team-building initiatives
Morning coffee to engage in casual conversation over a beverage of choice (note this can be presented in two or three shifts to allow for ample coverage where necessary)
- Staff lunch potluck
- Recipe swap (or build a company cookbook)
- Board game hour (or online games to connect with hybrid or remote staff)
- Theme days
- Movie morning or afternoon (this can be broken down over a week in half-hour segments if needed to allow for coverage)
- Photo contests (these could include photos of animals, landscapes, vacations and more)
Larger initiatives to consider
More extensive, ongoing team-building programs don’t have to be one-off events. Some companies have successfully started a corporate garden with staff signing up for 15- to 30-minute shifts to care for the plants. Others have offered weekly team-led exercise programs to get people moving together. Volunteering for a cause that is important to staff will amplify team values and make a difference within your community. Volunteer events could be a monthly food bank donation where staff bring in needed items and coordinate delivery, an organized shift with a volunteer organization, or even an hour park cleanup where people can roll up their sleeves to improve their community.
Don’t forget to close the feedback loop
Simple surveys can allow you to get feedback from staff to find out which activities were most popular and really resonated. Millar also recommends a hands-on approach to gathering feedback by walking around and talking to people following your events and regularly throughout the work week. Gathering employee feedback will allow you to better prepare for next summer and future, larger-scale team-building initiatives.
Does your organization have any team building activities planned this summer?
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