In many of my jobs, I have heard the constant refrain that teamwork is the best way to accomplish anything. I had one boss who told me that I need to stretch out of my comfort zone when I grumbled about the endless push for teamwork. While I do find value in collaborating with others, I think we also need some time to work on things on our own, and a good manager will recognize that there needs to be a balance. Managing with the philosophy that teamwork is the only way to work fails to meet the needs and work styles of all your employees.
Introverts in the Workplace
I am a hardcore introvert. I cherish my alone time and love when a project allows me the space to spend hours working on my own. When I end up working for a manager who thinks collaboration is the only way to accomplish anything, I usually want to cry. While I don’t mind a healthy amount of collaboration, I need to balance it with some alone time in order to be my best when working on a project. This is typical for a lot of introverts I have worked with. We are the most creative when given some space to work independently.
Introverts can be a bit of a challenge in a team environment precisely because they often resist the push for constant teamwork. Break up projects that normally call for teamwork into pieces. You will find that there are some tasks that are well-suited to team members working independently. Assign these tasks to your introverts, allow them to do some work on their own and then have them report back to the group for feedback. This allows your introverts to be a part of the team without being forced into collaborative situations that do not mesh well with their work style. There is still some collaboration in the feedback process, but not necessarily to the point that it stifles creativity for introverts. Save the collaboration-heavy tasks for your more extroverted employees.
The Problem with Forced Team Building
I have had experience with quite a few corporate teambuilding exercises. This includes things like coming up with a team logo, creating a skit based on a leadership concept or the ever-popular trust falls. While I see how these things can be metaphors for the value of teamwork on the job, I often find myself feeling uncomfortable with the exercises. Given my style of working, these exercises often feel artificial and even a bit silly.
Encouraging camaraderie and bonding that can come from such activities is not a bad thing, but teambuilding exercises do not always result in better team dynamics when you have employees who just are not comfortable with such an approach. If you find that team-building exercises leave some members of your team grumbling on the sidelines or there is no change in team dynamics, perhaps it is time to take a different approach.
Focus on creating a good team environment without all the exercises. This includes establishing an environment with open communication, giving employees the tools to sort out problems on their own and accommodating different styles of approaching a project. If you foster a positive work environment, teambuilding will happen without all the trust falls and other exercises.
Creating social interactions with coworkers is also an effective teambuilding technique. This can be planning lunch for your employees or some other activity that takes them out of the workplace without the structured exercises. Sometimes allowing people to connect beyond the demands of their jobs can be a great way for coworkers to bond and connect.
Balancing Teamwork & Individual Work
The key here is to find a balance between collaboration and working independently. Forcing teamwork on people who are wired to dislike such approaches does little to improve the bond between people on your team. Create opportunities for independent work and focus on team building that is a little less structured than traditional exercises.
Remember that as adults we have had years of practice figuring out how we work best. Keep this in mind as you hire and manage your team. Find people whose styles work well together and manage your team accordingly. Forcing teamwork is not going to create the camaraderie needed for successful workplace collaboration.
About the Author
Stephanie Hammerwold, PHR, is the owner of Hammerwold & Pershing Consulting and specializes in small business HR support. Stephanie is a regular contributor at Blogging4Jobs and The HR Gazette, and she gives presentations on a variety of job search and workplace topics. She specializes in training, employee relations, women’s issues and writing employment policy. Connect with Stephanie on LinkedIn, Twitter or Facebook.