We all want to build a “dream team” – a group of employees that have synergy when working together, complementary strengths and weaknesses, and a great social dynamic.
It’s important to build a team of employees that possess a variety of talents, skills, backgrounds, and experience when you’re running a business. Without this diversity, you’ll end up with a homogeneous team that suffers from group-think and struggles to get things done.
You’re ready to start building a dream team of employees with the right mix of ambition, creativity, organization, skill, and drive. But where do you start?
Building your dream team
Building your dream team? You should know these 3 things first.
What are your needs?
What roles or positions does your organization lack right now? What are your needs?
If you’re already working with employees that are big picture thinkers with a great deal of creativity and vision, it may be prudent to bring in some staff that are better at managing the day-to-day tasks, planning, and organization. If you’re currently working with a group of employees that are hardcore planners but lack the ability to see the forest for the trees, it’s time to bring in some big picture, top-level thinkers.
Before you look for the right team members when building your dream team, identify exactly where your weak spots are and what you need to reinforce them.
Who you’ll hire for the job
Now that you’ve sorted out what you have and what you lack, you should start considering who you’ll hire to fill those needs. You’ll need to locate and reach out to qualified employees, freelancers, or outsourcing providers. This is the fun part!
You can use a job site like Monster or CareerBuilder to list your openings and mine through the resumes you receive there. You could try a freelancer marketplace like LocalSolo or UpWork to find qualified freelancers to take on a temporary or part-time role. You could search for cost-effective outsourcing providers that have plans in place and a track record for success. You could use a combination of all three options when building your dream team – it’s up to you.
Plans for changes and growth
Finally, you need to consider how you’ll address changes that occur and how you’ll approach any new growth that occurs as a result of your new hires. Even excellent employees sometimes decide the grass is greener on the other side and decide to leave your company, leaving a gaping hole in what was once your dream team. You have to have a plan in place for what you’ll do if that happens.
Anticipate who is at risk for leaving and have other team members with similar skills or knowledge that can pick up the slack if that person leaves. Look at your current team to see which ones might be hungry for growth and more responsibility in the next year. Promoting these individuals can help you place new team members appropriately.
You are wise to start planning ahead for who may be able to fill certain roles within your organization. You don’t want to find yourself with a gap in talent, so be prepared to fill the space left behind if any of your star talent decides to leave the company.