How to Organize Indoor Team Buildings Tailored to the Organization’s Unique Culture?

Every organization has a unique cultural fabric that is interwoven with the bonds team members develop with each other and the organization. Organization’s that do not have a strong and positive culture are prone to high employee turnover, low employee morale, and distrust among team members. Organizing team building activities regularly is a crucial aspect of maintaining a positive organizational culture. Although it may seem complicated and expensive, indoor group activities for adults can be organized with minimal resources if well planned. However, it must be ensured that these activities align with the organization’s core values and interests of team members. If not, teams might experience these activities as monotonous and might participate passively. On the contrary, when activities are customized to align with the organization’s culture, team members vouch for the culture. 

Here are a few ways to tailor indoor team building activities to the organization’s culture:

Identify the core values of the organization

The core values of the organization are what define its culture. Team members to share these core values and beliefs. They identify themselves with these values and develop a sense of belonging while associating themselves with these. Tailoring team building activities that elevate these values and interests are more likely to have a positive impact on team bonding. Understanding the core values also helps in building camaraderie between team members. It leads to a culture of collaboration rather than competition. These activities when must also end with a briefing on how they relate to the organization’s culture. This briefing and well-organized facilitation of the activity will enhance its impact. For example, if an organization has a commitment to philanthropic interests, a charity drive can be an ideal team bonding activity. The activity does not have to be in a serious tone, it can be rather something as fun as a virtual world tour where team members learn about different cultures and diversity. 

Focus on the organization’s social fabric

Focusing on the organization’s social fabric is key to organizing an activity that aligns with its culture. Some organizations’ social fabric is loosely knit while others are closely knit. And some teams are dominated by experienced and senior members while others have young and freshers. Team members may or may not have interacted with each other. And in extreme scenarios where leadership involvement is minimal, the social fabric may be dominated by office ‘cliques’ and ‘silos’. In these scenarios, team building activities such as icebreakers or scavenger hunts may not have much impact. Instead, activities that improve communication like sharing memories, virtual escape rooms, etc. are more effective. Therefore, understanding the social fabric of an organization is key to organizing the right team building activities. Organizing the right activities at the right time can prevent the cultural fabric of an organization from tearing out. 

Understand the team composition

Teams are made of people with different mindsets and attitudes. No two team members are the same. Understanding the team composition and preferences of the team members can help in tailoring the activity to achieve its objective. For example, if a team has more introverts than extroverts, then any activity that involves more personal bonding before getting into action might be more suitable. Or organizing an ice-breaker session before each activity might also help. Understanding team composition is crucial in activities with objectives like improving team communication, boosting employee morale, or employee engagement. For fun activities or regular weekend activities, it may not be of high importance. 

Listen to Employee Feedback

Just as all teams have members with different personalities and approaches, not all activities are going to be similar. Each activity has a different objective and may or may not resonate with the organization’s culture. If you have conducted these activities in the past, listen to employee feedback. This feedback is crucial to improve employee experience with these activities and increase participation. Listening to employee feedback also reflects that the organization values employee opinions and experiences. 

Organize them at Regular intervals

Although this may seem irrelevant in the context of organizational culture, this is of utmost importance for the activities to have a positive impact on the organizational culture. Organizing activities at regular intervals absorbs them into the organizational culture. Employees start to identify and become keen at participating in the activities. Organizations can use these activities as a part of employee well-being programs and conflict management strategies. 

Indoor team building activities unlike outdoor activities can quickly become boring and redundant if they are not aligned well with the social and cultural fabric of an organization. While outdoor activities are more action-oriented, indoor activities rely on softer elements like communication and personal bonding to achieve the desired objectives. Therefore, it is crucial to focus on aspects like values, beliefs, and interests of the organization and its members while organizing indoor activities. If the activities are not a good fit for the organization’s culture, they are less likely to be impactful. 

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