THE DO’S AND DON’TS OF BUILDING A SUCCESSFUL TEAM, BENTLEY RECRUITMENTS EDITION
Strong teams don’t just happen, they’re intentionally built. In a January 2023 article for Forbes Business Development Council, Lydia Vargo outlines crucial do’s and don’ts for creating cohesive, high-performing teams. Here’s how Bentley can help both job seekers and employers translate these insights into action.
DO: Leverage Individual Strengths
Identify what each person excels at and assign them roles that highlight those talents, whether it’s social media, sales, or data analysis.
For candidates: Assess your core strengths and look for roles where you can shine.
For employers: Use skill-oriented assessments to align tasks with team members’ talents.
DON’T: Pit People Against Each Other
Comparing team members breeds resentment and damages cohesion.
For employers: Support individual progress with personal metrics instead of rank-based comparisons.
DO: Maintain Open Communication 1:1s and Team Huddles
Schedule weekly one-on-ones for individual check-ins and team-wide meetings to align goals and celebrate successes.
For hiring managers: Embed frequent dialogues into work routines.
For candidates: Gauge if a prospective employer values these communication practices.
DON’T: Single Out Individuals Too Much
Over-recognition of one person at the expense of others can breed division.
For hiring managers: Track and rotate recognition to maintain balance and fairness.
DO: Foster Team Bonding
Plan inclusive, light-hearted activities during work hours, accessible to everyone, no strenuous or optional perks.
For employers: Schedule fun team-building that respects personal circumstances.
For bending candidates: Join organisations that value community building.
DON’T: Ignore Conflict
Avoiding tensions only delays resolution, address issues head-on.
For managers: Invest in conflict-resolution training.
For candidates: Ask about conflict-management culture during interviews.
DO: Tailor Management to Individual Preferences
Learn how each team member wants to be managed, hands-on or autonomous, and adjust accordingly.
For employers: Flex your leadership style to support different working styles.
For candidates: Know what type of management setting helps you do your best work.
Why This Matters
For Candidates | For Hiring Managers |
Find roles that fit individual strengths | Assign tasks based on talent |
Seek teams that value transparent communication | Balance recognition and foster engagement |
Thrive in environments with effective bonding culture | Tackle conflict promptly and fairly |
Know your ideal management style | Adapt leadership to individual needs |
How Bentley Recruitments Helps
At Bentley, we're committed to more than just filling vacancies, we build environments where people and teams flourish:
Strength-Based Matching: We identify your core skills and fit you into roles where you naturally excel.
Culture Evaluation: We ask hiring managers about their communication rhythm, recognition systems, and conflict resolution practices.
Team Compatibility Assurance: We help clients build teams with complementary personalities and shared values.
Ongoing Support: We advise employers on rotating recognition schemes and flexible management strategies.
Final Thoughts
Building a winning team requires intention, leveraging strengths, nurturing communication, celebrating evenly, bonding intentionally, and resolving conflicts constructively. Whether you're searching for your next perfect team or building one from scratch, Bentley Recruitments is here to guide you every step of the way.