4 Strategies to Help You Manage a Growing Team

When companies grow, they cannot always employ the same management strategies that previously guided them. Not adjusting the administrative approach during expansion can result in long term challenges. Team dysfunction, inefficiencies and stress are some of the adverse outcomes of failing to recalibrate management style and implementation.

Avoid these challenges and reap smart business growth with these four strategies for how to manage a growing team:

1. Nurture Culture & Learning

Company culture matters. Did you know that the turnover rate for companies with poor culture is nearly 50%? While companies with exceptional culture have a mere 14% turnover rate?

Company culture influences every aspect of business, and when done right, facilitates teamwork.

Communicate to employees and new hires what your company stands for via a clear mission and vision statement. Of course, your company's actions need to align with these statements.

For example, if learning is a core value, then be sure to have a learning program in place that allows employees to strengthen their skills and learn new ones.

Despite having well-defined goals, company culture may be watered down during a period of expansion. Nurture your company culture while managing a growing team by:

● Hire for company culture - keep your company’s values in mind during the hiring process to ensure new employees fit in seamlessly.

● Maintain traditions - favourite activities, like monthly happy hours, can fall by the wayside as a company evolves. Work to keep these routines, which give cohesion to existing employees and help establish culture for new hires.

● Create a mentorship program - match up new starters with senior employees so they have a better understanding of how your company operates and the unsaid rules and routines of company workings.

2. Establish Organisational Hierarchies

Many businesses have adopted a flattened company organisation in recent years, particularly amongst smaller businesses. In general, this is a great development. A flattening of company culture helps new starters feel like their voices are heard, and fosters camaraderie and creativity.

However, in larger companies, or as smaller companies grow, this egalitarianism needs to be balanced with clear hierarchies and lines of reporting.

You can strike this balance of showing that employees are valued and heard without the stiffness of a rigid hierarchical system, while fermenting clear organisational processes and rankings. Simply create a hierarchical organisational chart that shows who employees report to, who makes final decisions, and who takes responsibility for teamwork and outcomes.

An organisational document is necessary when managing a growing team because it makes roles crystal clear. It avoids the potential disorganisation and employee resentment that comes with undefined responsibilities and boundaries. Create a counterpoint to your new hierarchical structure by incorporating inclusive culture elements. One simple way to do this is to encourage employee feedback and ideas in team decision-making processes.

3. Create Processes using OneNote

Be proactive in developing documents regarding process systems and workflows. These documents will ideally be created for separate teams and individuals. People already working these jobs, and in some cases, their supervisors can help with document creation.

For example, salespeople can create documents that show workflows and outline which applications are used for different aspects of the job. Essentially these documents should create a road map for achieving success at the position.

Finally, these documents should be housed in an easily retrievable location that any team member can reference.

Microsoft OneNote is a great tool for this.

In addition to being a starting point for new hires, these process documents of course also serve as a reminder for best practices among all employees. In short, process documents keep everyone on the same page during a period of growth and beyond.

4. Develop a Recognition System

Recognition in the workplace is not just about pleasantries; it has a significant effect on employee morale. Studies indicate that employees who do feel adequately recognised are twice as likely to leave their positions within the year than employees who feel appreciated for their efforts.

It is typically easier to recognise employees in smaller teams given everyone works so closely with one another. As a team expands, applauding wins can be more difficult.

Work to put a reward system in place that ensures employees are celebrated for a job well done. It can be as simple as sending out team congratulatory emails, or putting some memento or small gift on a person’s desk. A team outing when group successes are achieved is a great way to celebrate together. Whichever method you develop, keep it simple so you can perform it consistently, and ensure that it aligns with the company culture.

Showing Leadership When Managing a Growing Team

Company expansion and team growth are exciting times for executives and company owners. Make the best of this by showing true leadership. Effective leaders set the example for all staff, influencing and motivating them towards success. Trust in the employees chosen for shepherding and managing a growing team, and as their leader, give them the tools to be successful. Consider outside management or communications training to fill in any skills gaps and check in with them regularly to ensure their and the company’s success.

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Priority Management is a worldwide training company with 55 offices in 15 countries. We have successfully trained more than two million graduates in Priority workshops. Our programs help companies and people be more effective and manage their workflow in and out of the office by providing tools, processes and discipline. Simply put - A Better Way To Work! Clients range from Fortune 500 companies, small-to-medium businesses and government/military employees.

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This blog has been sourced by Priority Management International and edited by Priority Management London.