Step-by-Step Guide to Building a New Team

by | New, News, Resources


In today’s agile, startup-infused workplaces, managers are increasingly likely to find themselves in charge of new teams who have never worked together already. The team members may be new to the organisation or recruited from other teams. They may be acquainted with each other and with their manager to varying degrees. The manager may have more or less experience in their function as a leader – but if they are a new manager in charge of a new team, the strain is amplified.

You can use our step-by-step guide to build a new team – look at the content of the article here:

Regardless of each team member’s background, the objective is the same: to have everyone working together as effectively and efficiently as feasible in this new structure as soon as possible. There are numerous factors to consider.


Who are all these people? What are their obligations? Who collaborates with whom? Who is answerable to whom? How will the workflow be? What are the standard operating procedures for repeatable tasks? Which of the following are the team’s priorities? What is the initial objective? It can be challenging to decide where to begin.

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Team development occurs in four widely acknowledged stages, as first proposed by Dr Bruce Tuckman:

  1. Formation: The initial stage during which everyone becomes acquainted with one another, the organization, and the work itself.
  2. Storming: This is the stage during which disagreements and issues are most likely to occur, as everyone is putting their new working relationships to the test. This is a critical time for managers because, without their leadership, the difficulties that occur now will become ingrained in the team’s culture.
  3. Norming: After resolving initial problems, the team begins to mature and become a cohesive entity. The upward spirals of performance that the manager has enabled from the outset begin to build momentum.
  4. Performing: This is the ultimate ideal state for any high-performing team, in which members properly manage their work and interpersonal interactions daily. Managers can now devote more time to assisting team members in growing and developing. However, managers must constantly refine and alter the team’s working dynamics as time passes and changes occur.

Building and managing new teams is a trickier part of the management. Rigour and discipline are required. If managers can avoid common traps and commit to the process, a few easy steps can set everyone up for success from the start.

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Step: 1 Appoint the Right Person

Hiring is one of the most critical and strategic decisions management can make. Why? Finally, the individuals you hire to complete the work will significantly impact the results you get.

Developing strong team chemistry begins with selecting self-motivated and adaptable candidates for the task. They can acquire the essential abilities en route. In other words, hire for character and educate for ability.

Avoid making hasty decisions only based on credentials – just because someone has an excellent resume does not guarantee they will stay. Rather than that, surround oneself with the appropriate talent.

Consider the following:

If the new team member is interacting with customers, hire excellent communicators.

When employing a team of technical professionals, hire individuals capable of explaining technical concepts to non-technical individuals.

When the team is new and may lack structure, look for comfortable working in a less structured atmosphere.

Refuse to hire the first resume you come across to staff the team. Take the effort to ensure that the individuals you hire are enthusiastic about being a part of the organisation and seeing it flourish. Additionally, keep in mind that you can never get rid of undesirable hires quickly enough.

Recruiting a group of motivated individuals willing to contribute will undoubtedly get things moving in the correct direction.

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Step: 2 Develop the Mentality of “One Brick at a Time”

Building a solid team requires patience, meticulous planning, and the discipline and desire to delegate. Rome was not created in a day, and your new team should not be either.

It is completely okay (and advised) to begin with the fundamentals and gradually expand the infrastructure and processes as the team grows. If you attempt to accomplish everything simultaneously, you risk producing too many distractions that divert attention away from the essential purpose.

Before proceeding, answer the following questions to help you construct an outline for your new team:

  • How many employees will you need in your team?
  • What are they going to do? What part are they going to play?
  • What qualifications and experience do they have?
  • What will the team’s organisational structure be?
  • How will success be quantifiable?

Begin by laying a solid foundation and gradually adding to it. Do not be concerned with speed or sudden perfection. Concentrating on the fundamentals enables you to adjust and redirect your course as you acquire speed.

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Step: 3 Determine what motivates each member of your new team

Your communication can become meaningless if you are a goal-oriented person and all of your dialogue (especially in a one-on-one situation) is oriented toward goal accomplishment. Still, your team members are motivated by the people side of work (relationships and recognition).

Furthermore, your team members will become demotivated since they will believe that you, as their boss, do not place importance on their requirements.

Make sure that you explore and grasp the genuine motivations of your team members at the early phases of developing your working connection with them.

Knowing and understanding what motivates your staff can allow you to adjust your communication to ensure that everyone on your team feels heard.

For instance, if one of your team members is motivated by acquiring new abilities, support them in identifying relevant courses and training that will be beneficial to them in their current position.

Whenever you witness someone achieving a goal or going the additional mile to fix a problem, send them an email to let them know you noticed them.

Identifying employee motivation is also a vital success factor in providing good staff feedback to managers and supervisors.

Furthermore, both formal and informal feedback provides an opportunity to check in with your employees and determine whether the motivators they had six to twelve months ago are still the same motivators and to adjust your leadership style and communication approach as needed as a result.

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Step: 4 Concentrate on Relationships

Apart from having the right person and a precise aim, another critical component of successful team building is cultivating an environment of codependence and shared achievement. That is, the best results come from teams whose members have a shared sense of accomplishment.

Consider the most successful professional sports team you are familiar with, and you will undoubtedly understand that the players must collaborate and trust one another to achieve success. Building a strong team requires a similar mindset in the workplace.

To aid in the development of trust between employees and team members, you must foster an environment conducive to relationship formation. Maintain a casual work environment that encourages employees to be themselves and talk freely. Sponsor a team happy hour for employees to socialise outside of work.

Investing in informal team time, particularly when you have a new team with numerous new workers, will benefit the workplace.

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Step: 5 Consider team building as an ongoing process

No matter how well a new team is prepared for success, it is critical to remember that team building is a continuous process that must be maintained. For the team and its working relationships, every new project, task, or duty is an opportunity to change and restructure their working relationships. It is the manager’s responsibility to ensure that the process continues.

It’s easy to fall into the trap of believing that team building can only take place at team meetings, which is simply not true. Just because you have a strongly connected team does not rule out the possibility of having individual discussions with each member. Following a period of adjustment, some managers may assume that the task is too complex and linked to be discussed in detail individually. Because of this, they forego the process and instead hold team meetings. However, the most significant flaw with this technique is that it makes it far too easy for people to remain anonymous in a group situation. Unfortunately, many problems and potential solutions are overlooked for weeks or months until it is too late to do anything about them.

The communication also goes with the team building activities that should keep happening to bring the team closer and understand each other.

You would be hard-pressed to imagine that you can even enjoy your job. You must be getting tired of your regular office schedule. It’s the same job, always around the same people. It is perfectly normal to become disinterested in your daily office activities. Have you or your team come across any team building games that will bring your team together to generate new ideas and keep them from becoming bored in the process? It will improve communication amongst your team members while also providing some remarkable recollections.

Quick team building activities can help your new team members become more involved and more productive.

Furthermore, you push the new team members to become a part of your team’s culture?

Consider putting together a few simple team-building activities. These exercises will be both entertaining and informative at the same time.

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The best trending game for your new team

KissTheFrogNOW is a unique and simple-to-use tool for preventing disunion in the workplace. Anyone can use it. Increase your team members’ emotional intelligence and empathy while having a good time!

KissTheFrogNOW comes packaged in a wooden box with four decks of cards, each of which has 30 main cards and one explanation card. There are numerous themes for each card deck: Team Games, Personal Questions, Discussions, and Illustrations.

KissTheFrogNOW is beneficial for team building but also assists you in maintaining a healthy and productive workplace atmosphere. This is a workplace where teams are valued as more than just work machines, and people are valued as more than just a financial investment for the company. This activity contributes to developing a healthy workforce and contributes creating a positive working environment.

The importance of investing time and money in team building cannot be overemphasised, especially given the amount of time we spend with our coworkers.

KissTheFrogNOW product picture

Because KissTheFrogNOW is viewed as a step towards bringing people together, it promotes a collaborative and motivated workplace culture. It also aids in agile problem solving and decision making because many heads/hands contribute to the process. It also promotes responsive and meaningful communication because employees learn about their coworkers’ personalities, desires, strengths and weaknesses.

In conclusion, the knowledge and insights gained from the team-building game – KissTheFrogNOW – can be used in the real-world workplace, resulting in improved work dynamics and organisational performance.

Teamwork creates Dreamwork. John Maxwell

by KissTheFrogNOW Team

We are focused on helping teams in their everyday life. Passionate to improve companies environmental and societal balance.

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