Team building: Mistakes to avoid for successful cohesion

Team building is a powerful tool for strengthening team cohesion, improving communication and boosting employee motivation. Properly organized, it can create a real sense of belonging and foster greater collaboration within the company. But beware: certain mistakes can turn an experience that's supposed to be positive into a moment of discomfort, or even frustration.

To ensure the success of your team building sessions, here are the pitfalls to avoid and the best practices to adopt.

1. Impose an activity without taking employee preferences into account

Forcing employees to take part in an activity that doesn't suit them can generate frustration, discomfort and demotivation. Team building should be a moment of pleasure, not a constraint.

Here are the steps to follow:

• Consult teams in advance by means of a survey or discussion to find out their wishes and limitations.
• Offer a choice of varied and inclusive activities, adapted to different profiles (sporting, creative, strategic, collaborative, etc.).
• Avoid stigmatizing activities that might make some participants feel uncomfortable (such as overly demanding physical challenges or games involving uncomfortable situations).

2. Organizing team building without a clear objective

Team building that lacks meaning risks being reduced to a simple moment of relaxation with no real impact on team cohesion.

What to do:

• Define a precise objective before organizing the event: improve communication, build trust, stimulate creativity, encourage collaboration, etc.
• Choose an activity in line with this objective: for example, an escape game for teamwork, a culinary workshop to strengthen cooperation, or a bootcamp to challenge oneself.

Discover our ideas for successful team building activities

• Ensure follow-up by integrating the team building lessons into daily professional life.

3. Excluding certain people or not adapting the activity to everyone

If certain employees are unable to take part due to physical, personal or emotional constraints, they run the risk of feeling left out. Far from strengthening cohesion, the event could actually widen gaps.

To avoid this:

• Give priority to activities that are accessible to all, avoiding those that require a particular physical condition or that could be discriminating.
• Anticipating specific needs: adapting the event to people with disabilities, taking into account phobias and personal preferences (for example, avoiding activities at heights for people prone to vertigo).
• Let employees choose whether to actively participate or observe, without pressure.

4. Choose an activity that is too long or too short

Team building that's too short may not be enough to strengthen bonds, while an event that's too long can generate fatigue and impact productivity.

What to do:

• Evaluate the right timing according to availability: half a day to a full day is often ideal.
• Prioritize quality over quantity: better one impactful, engaging two-hour activity than a whole day of unstimulating events.
• Incorporate breaks and informal exchanges to avoid fatigue and encourage spontaneity.

5. No debriefing

If no feedback is organized, the benefits of team building may quickly evaporate. Employees may forget the value of the event, or even fail to understand its impact on their daily work lives.

The procedure:

• Take the time for a debriefing after the activity to discuss feelings and identify what has been learned.
• Encourage participants to share what they have learned and what they would like to see improved for future editions.
• Integrate the lessons learned from team building into the corporate culture, reinforcing best practices and encouraging dialogue within teams.

By avoiding these common mistakes and planning appropriate, inclusive and well-structured activities, you'll foster genuine team spirit and strengthen cohesion within your company.

The secret to successful team building?

Listen to our employees, understand their expectations and continually adjust our initiatives to maximize their commitment and well-being at work.

By Candice Lhomme