Building a successful team is not an easy task. Although many managers think that the goal of teams is just about assigning tasks and meeting deadlines. Building a successful team is so much more than that. It’s about caring for your team members holistically, creating an environment where they feel valued, understood, and empowered. While that may sound like a daunting task, it pays dividends. When you take the time to build strong relationships and support your team in all aspects of their lives, you create a foundation for long-term success and satisfaction. Do not fret, whether you’re managing in-person, hybrid, or virtual teams you can create a plan to care for your team holistically. But what does this mean?

The Importance of Holistic Care

Caring for your team members holistically means considering their professional, emotional, and personal well-being. Research by Gallup (2020) found that employees who feel cared for by their managers are more engaged, productive, and loyal. Think about it, as a team member when you feel genuinely supported, aren’t you more likely to go above and beyond in your role? The same would apply for your team members. Caring for them holistically improves team culture, increases productivity, and allows your team members to thrive.

Now, let’s dive into some concrete action steps to help you care for your team holistically.

Seven Action Steps to Holistic Team Care

Build Strong Relationships

• Action Step: Take the time to get to know your team members on a personal level. This builds trust and rapport, essential for a cohesive team.
• Example: Schedule regular one-on-one meetings where you not only discuss work but also check in on their well-being and personal interests. For virtual teams, use video calls to make the interaction more personal. For hybrid teams, make a point to connect both in-person and online. Ask open-ended questions like, “What’s been the highlight of your week?” or “Is there anything outside of work that you’d like to share?”
• In practice: My team shares celebration moments at the top of the meeting, and team members can share any celebrations, personal or professional. It allows team members to connect informally

Demonstrate Empathy

• Action Step: Show understanding and compassion for your team members’ experiences and challenges.
• Example: If a team member is going through a tough time, acknowledge their situation and offer flexibility. In a virtual setting, send a thoughtful message or arrange a private call. In-person, take a moment to speak with them privately and express your support. Practice active listening, which means really hearing what they’re saying without interrupting and showing that you understand by summarizing their points.

Advocate for Your Team Members

• Action Step: Stand up for your team’s needs and ensure they have the resources and support to succeed.
• Example: If a team member needs a new tool or additional training, advocate for them with upper management. In a hybrid environment, ensure that both remote and in-office workers have equal access to resources and opportunities. When advocating, provide clear reasons why the resource or support is necessary and how it will benefit the team’s performance and morale.

Build Your Cultural Awareness

• Action Step: Make an effort to understand and respect the diverse backgrounds and cultures within your team, including generational differences.
• Example: Celebrate different cultural holidays and encourage team members to share their traditions. In a virtual setting, organize online cultural exchange sessions. For hybrid teams, create inclusive events that everyone can participate in, regardless of their location. Understand the different communication styles and work preferences of various generations (e.g., Baby Boomers, Gen X, Millennials, Gen Z) and adjust your approach accordingly. For instance, younger generations might prefer digital communication, while older generations might appreciate face-to-face or phone interactions.

Empower Team Members and Support Their Growth

• Action Step: Encourage team members to take initiative and support their professional and personal development.
• Example: Provide opportunities for skill-building and career advancement. In virtual teams, offer online courses and virtual mentoring programs. For in-person teams, organize workshops and in-office training sessions. Regularly discuss career goals during one-on-one meetings and provide feedback and resources to help them achieve these goals. Give team members ownership of projects where they can make decisions and innovate.

Hold All Team Members to High Expectations

• Action Step: Set clear, high expectations and provide the support needed to meet them. This demonstrates your belief in their capabilities.
• Example: Clearly communicate goals and standards, and offer regular feedback to help team members improve. For virtual teams, use project management tools to track progress and hold virtual check-ins. For in-person teams, have frequent face-to-face meetings to discuss performance and expectations. Create a culture of accountability by recognizing achievements and addressing issues promptly and constructively.

Support Them Professionally and Personally

• Action Step: Show that you care about your team members’ lives outside of work and are willing to support them in both professional and personal challenges.
• Example: If a team member is dealing with a personal issue, offer flexible working arrangements or additional support. For hybrid teams, ensure that remote workers have the same access to mental health resources and support networks as in-office employees. Check in regularly and create an open environment where team members feel comfortable sharing their concerns. Share resources such as employee assistance programs (EAPs) or wellness initiatives and encourage participation.

Bringing It All Together

Imagine you have a team member, Alex, who has been showing signs of stress and disengagement. Here’s how you could apply these steps to support Alex holistically:

1. Leverage the Existing Strong Relationships: Use what you know about Alex to determine how to best approach them.
2. Demonstrate Empathy: Acknowledge Alex’s challenges and offer understanding and support. Show that you sincerely care and offer concrete help.
3. Advocate for Your Team Members: If Alex needs time off or flexible working hours, take the necessary steps to make it happen including clearing it with upper management if necessary.
4. Build Your Cultural Awareness: Consider Alex’s cultural background and if stereotype threat or unconscious biases would impact the way they are perceived and address those directly. Understand Alex’s generational communication preferences and adapt your approach.
5. Empower Team Members and Support Their Growth: Offer Alex tools and/or coaching to request what they need to re-engage with the team productively.
6. Hold Them to High Expectations: Clearly communicate what you expect from Alex and provide the support and feedback needed to help them meet those expectations.
7. Support Them Professionally and Personally: Check in regularly with Alex and offer resources or adjustments that can help them balance work and personal life more effectively.

Caring for your team holistically isn’t just a nice-to-have; it’s essential for building a thriving, resilient, and high-performing team. Embrace holistic care, and create an environment where everyone can succeed. And remember, management is not just about assigning tasks. A little kindness and a lot of support can make a world of difference.

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