Stories behind workshop plans, post-its and markers.

7 ways to build a strong team culture (and make your team happy!)

Building a team culture that helps everyone in your organization feel valued and empowered to do their best work should be a priority. 

Without a healthy company culture, you can see toxic behavior, reduced productivity, and even lose members of the team!

But how can you and your team co-create an organizational culture you can be proud of and that makes your team want to come into work every day?

In this article, we’ll explore why your team culture is important and discuss seven ways in which you can start to improve your culture today. Let’s dig in!

What is team culture?

Team culture is a collection of values, behaviors, working practices, and beliefs that team members share while aiming to fulfill their collective purpose. 

Every team has a culture. Even if you’ve never thought of it in those terms, consider all the ways in which your team interacts, what you value, and what is important to you as a group. That’s your culture. 

Remember that team culture is a reflection of your shared values and working practices, and it will be formed by both collective and individual actions within the team. 

The question you need to ask is whether you’ve thought about what your culture should be and what actions you have taken to achieve it.  

What is good team culture? 

A strong team culture is one where everyone in the team is aligned on purpose, values, behaviors, and working practices while also feeling they are celebrated as individuals. 

In a good team culture, members of a team understand group and individual purpose as well as their role within the team. It’s vital to know why you are doing the work you are doing and believe in the goals and purpose of the team.  

While team culture can emerge organically, it’s important that you come together to define your culture and align on what it is and how you live it. This might mean creating a culture statement or code of conduct, or simply working to strengthen the bonds and shared understanding between your team. 

Here are some of the major elements of a great team culture:

  • Clearly defined purpose and goals 
  • Alignment on team values & working practices
  • Space for personal and professional growth
  • Regular opportunities for open, honest discussion
  • Flexible working hours
  • Wellbeing programs
  • Supportive policies on illness and vacation
  • Opportunities for cross-function collaboration and connection
  • Team code of conduct
  • Transparent, communicative management
  • Thoughtful systems for feedback
  • Time and space to have fun as a team

​​Why is team culture important? 

Team culture is important, whether you’re an organization of five people or five hundred. With a healthy team culture, everyone in your team can be happier, more engaged, and productive in the work that they do. 

Your working environment is a direct result of the team culture you’ve created – it touches all aspects of the work you do as a group and can make a workplace successful or unbearable.  

As mentioned above, every team develops a standardized way of interacting, working together, and demonstrating certain values. It’s important to define and co-create your team culture so you can ensure those interactions, working practices, and behaviors are those you want as a group. 

Without a healthy and well-defined team culture, it’s easy to slip into a toxic or unproductive culture. As reported by HR magazine, as many as 27% of UK employees quit their job due to toxic workplace culture. Good team culture is an important ingredient in attracting and retaining great talent. 

What are the benefits of a good company culture?

When you and your team work together to define and improve your culture, the benefits can be seen in everything from everyday interactions to organizational outcomes. 

Remember that company culture is a collection of your values, working practices, and behaviors. Your shared culture has an impact on every part of your organization and the benefits of improving your team culture will be felt at every level. 

Here are some of the benefits of a good company culture:

  • Improved motivation
  • A happier, more engaged team
  • Retention of top talent
  • Better communication and collaboration
  • Improved surfacing of problems and challenges
  • Increased trust between team members
  • Purposeful, value-based decision making
  • Improved autonomy and efficiency 
  • Personal and professional growth
  • Supportive working environment

How to improve team culture?

Improving the way your team works together and understands one another isn’t as hard as you might think. Improving your team culture is something you can start doing immediately, in ways both big and small. What’s important is that you understand what you are trying to achieve and involve your entire team in the process. 

Remember that team culture isn’t about giving everyone bean bag chairs, having a happy hour, and calling it a day. Thoughtful projects, discussions, and incremental changes to working practices are all part of making a great team culture, though they can take time to have an impact. 

In the next section, we’ll explore seven ways you can go about improving your team culture and include some activities and methods you can use too. 

Ready to design better team workshops?

Define your purpose 

Defining the purpose of your team is an important first step to building a productive team culture.

Without a shared purpose, it’s hard for a group to feel like they are pulling in the right direction and might not even understand why they are doing what they are doing. A poorly defined or nonexistent purpose can leave members feeling isolated or aimless – all of which can have a devastating effect on culture. 

Co-creating and defining a clear purpose for your team can help ensure alignment, get people doing work that makes them happy, and improve communication between team members too. 

The following activities are great for helping a team define its purpose and understand why you’re being brought together. This creates a foundation for a productive team culture and for later success.

Team Purpose & Culture

Defining what your shared purpose is and what you want your team culture to be is the first step towards having a culture you can be proud of. There are many ways you can go about defining your culture, though having a structured approach is vital. A framework like this method from Hyper Island can help ensure that everyone is heard, can contribute, and that the results are something you can stand behind as a group. 

With this proven step-by-step process, you can co-create a living visual document for both team purpose and culture that can be referred to in the future and can grow with you. 

Team Purpose & Culture #team #hyperisland #culture #remote-friendly 

This is an essential process designed to help teams define their purpose (why they exist) and their culture (how they work together to achieve that purpose). Defining these two things will help any team to be more focused and aligned. With support of tangible examples from other companies, the team members work as individuals and a group to codify the way they work together. The goal is a visual manifestation of both the purpose and culture that can be put up in the team’s work space.

Nine Whys

When working to align on team purpose and understand what we might bring to the table, it’s important to go deeper than the first, most obvious answer. For example, it’s reasonable to say that the purpose of a software company is to sell software but is that enough for people to get behind?

In order to craft a compelling purpose that a team culture can be built around, a group must go further and ask why are you making this software specifically? What problems are you trying to solve, and why is solving that problem important to you? This exercise from Liberating Structures challenges a group to go deeper and provides a framework for surfacing core purpose meaningfully. 

Finding a compelling purpose and going beyond our initial assumptions or responses can help provide the foundation for a productive team and culture. Give it a go!

Nine Whys #innovation #issue analysis #liberating structures 

With breathtaking simplicity, you can rapidly clarify for individuals and a group what is essentially important in their work. You can quickly reveal when a compelling purpose is missing in a gathering and avoid moving forward without clarity. When a group discovers an unambiguous shared purpose, more freedom and more responsibility are unleashed. You have laid the foundation for spreading and scaling innovations with fidelity.

Purpose to Practice 

For some groups, big picture thinking around team purpose is enough to feel galvanized, connected, and ready to move forward. For others, it’s important to connect core purpose to concrete actions at the outset in order to get them on board. In either case, helping stakeholders understand how their individual efforts and practices intersect with the overall purpose can help ensure that your purpose and culture are lived by everyone in an organization.

With this method, start by defining your shared purpose before introducing key elements—principles, participants, structure, and practices— that will help the team achieve that purpose in concrete terms.

Purpose-To-Practice (P2P) #issue analysis #liberating structures #strategic planning 

By using P2P at the start of an initiative, the stakeholders can shape together all the elements that will determine the success of their initiative. The group begins by generating a shared purpose (i.e., why the work is important to each participant and the larger community). All additional elements—principles, participants, structure, and practices—are designed to help achieve the purpose. By shaping these five elements together, participants clarify how they can organize themselves to adapt creatively and scale up for success. For big initiatives, P2P makes it possible to include a large number of stakeholders in shaping their future initiative.

Cocreate your culture and put it into writing 

Team culture can often feel like an indescribable, effusive thing and your group might have different ideas of what your team culture is. If you want to ensure your whole team believes in your team culture and can contribute to it, it’s important to document and share what your team culture actually is. 

Even more importantly, it’s best if you and your team create your team culture statement together. Not only can everyone get a shared understanding of what your team culture is, but you can ensure everyone can contribute to shaping what your team culture might be. A good team culture reflects the group as a whole – be sure to tap into the collective energy of your team and create this together. 

These team culture exercises will help your group define your culture together and then create living documents that you can refer to and improve on in the future!

Culture Design Canvas 

Team culture is a composite of purpose, values, behaviors, and agreed-upon working practices – in short, it’s a lot of elements to keep track of! Using a framework for defining your culture and touching upon all the vital elements is helpful in ensuring you and your team explore what makes a healthy team culture. 

The Culture Design Canvas by Gustavo Razzetti is also useful in helping you map both your current and desired team culture and identify the steps you can take to reach a future state that works for everyone in a team. We’ve used this method internally at SessionLab and found it especially useful when trying to create change as a team!

Culture Design Canvas #culture #culture change #purpose #team alignment #remote-friendly 

The Culture Design Canvas is a framework for designing the culture of organizations and teams. You can use it to map the current culture, design the future state, and evolve your company culture.

Code of Conduct

Having your culture documented is often a vital step in ensuring that the group upholds that culture and understands what is expected from them in concrete terms. The challenge of many working agreements is that people may not have taken part in creating them, do not have a shared understanding of the contents, or simply disagree with some of the elements. This activity from Gamestorming methods is an effective way of co-creating a code of conduct that everyone can understand, uphold and live by. 

Start by writing down “Meaningful” and “Pleasant” and inviting the group to share how they will make the meeting or workshop have those outcomes. By then asking participants to agree on what an idea means and how they might ensure it happens, you can effectively move towards creating a code of conduct you all feel empowered to follow. 

Code of Conduct #gamestorming #action 

This game has been designed to help set the right culture in a group of people and help build mutual trust. It will empower all participants to act upon the results of this game.

Clarify how you want to work together 

Teams are always composed of individuals who may have varying ideas of how they want to work together. Culture can be made or broken by how team members interact and work together.

A good team culture is one where everyone is treated how they want to be treated and you are aligned on working practices. 

If someone does not feel their needs are being met or that their time or work is being respected, this can have a negative effect on team culture and working practices.

Take the time to define and clarify your working practices and you’ll see benefits across all team interactions – a huge boon to creating a happy, productive team culture!

Alignment & Autonomy

A strong team culture is one where people are aligned on purpose and empowered to work both individually and collectively on achieving that purpose. Often, this means giving all members of a group autonomy to work in the best way for them and enabling better-working flexibility.

Start by asking the team to reflect on times in the last six months where they felt more and less aligned and more or less autonomous. After reflecting, challenge your group to consider what would help them be more aligned but also, how they might be empowered to be autonomous and work better both individually and as a team. 

You’ll often find that helping people discover the ways they can be autonomous in their work while supporting the shared goal can be transformative in how we spend our day-to-day and can massively improve team culture. 

Alignment & Autonomy #team #team alignment #team effectiveness #hyperisland 

A workshop to support teams to reflect on and ultimately increase their alignment with purpose/goals and team member autonomy. Inspired by Peter Smith’s model of personal responsibility. Use this workshop to strengthen a culture of personal responsibility and build your team’s ability to adapt quickly and navigate change.

Generative Relationships STAR

From one perspective, team culture is formed and practiced by how we interact with the other people on our team. Considering what makes some of those relationships good and impactful while other relationships may be strained or difficult can help reveal how to make a healthier team culture. 

With this method, invite each member of the group to individually assess the team using four characteristics: separateness, tuning, action and reason. Next, ask small groups to place dots on the STAR compass for how strongly they feel the team is performing on each point and discuss. By then identifying patterns and coming up with ideas for how to improve problem areas, your team can successfully create some action steps for improving team work and your collective culture. 

Generative Relationships STAR #team #liberating structures #teamwork 

You can help a group of people understand how they work together and identify changes that they can make to improve group performance. All members of the group diagnose current relationship patterns and decide how to follow up with action steps together, without intermediaries. The STAR compass tool helps group members understand what makes their relationships more or less generative. The compass used in the initial diagnosis can also be used later to evaluate progress in developing relationships that are more generative.

Team Remote Working Charter

All teams benefit from having defined working practices and habits. A working charter can help everyone in the group know what’s expected of them, collaborate effectively and be successful in their role. What’s important is that any such charter should reflect the group, and ideally be co-created by members of that group. 

When working in a virtual team, it’s helpful to acknowledge the unique and sometimes challenging nature of remote work in order to come up with a set of working practices that are fit for purpose. This method from Hyper Island is designed especially to help a virtual team define how they want to work together while surfacing some of the challenging elements of remote working in a productive way.

Team Remote Working Charter #hyperisland #team #collaboration 

This tool guides your team through the process of writing a remote working charter, defining the guidelines and behaviour expected of people working at a distance. Team members reflect on their own remote working experiences and use that insight to create a shared charter for the group / organisation.

What I Need From You (WINFY)

It’s common for friction to emerge for teams working together, even if they’ve aligned on a shared purpose. Often, part of the problem can arise in how we communicate our needs and coordinate around that purpose. When communication breaks down or we don’t feel supported by our colleagues or managers, that can be massively damaging to team culture. If the issue persists it can even result in a toxic workplace – something we want to avoid!

What I Need From You is a simple framework for helping members of a team express their needs simply and clearly and repair relationships that might have been damaged under previous working practices. By using a structured response of either yes, no, I will try, or whatever, you can have an effective, meaningful conversation and move things forward with transparency from both sides.  

What I Need From You (WINFY) #issue analysis #liberating structures #team #communication #remote-friendly 

People working in different functions and disciplines can quickly improve how they ask each other for what they need to be successful. You can mend misunderstandings or dissolve prejudices developed over time by demystifying what group members need in order to achieve common goals. Since participants articulate core needs to others and each person involved in the exchange is given the chance to respond, you boost clarity, integrity, and transparency while promoting cohesion and coordination across silos: you can put Humpty Dumpty back together again!

Build trust

Good teams are built on trust. When it comes to sharing values, and discussing challenges productively, it’s hard to do so without first having trust.

When a team really trusts one another, people feel able to share, raise concerns and contribute to the living team culture. 

When trust in the workplace is in need of repair, it’s a real test of the culture you’ve built. Do people feel they can air concerns freely and can trust that they’ll be listened to? Can you work together towards a meaningful resolution and rebuild trust?

Trust, honesty, and openness are integral to building and maintaining a strong team culture. Whatever the age of your team, be sure to create space for building, maintaining, and repairing trust with these activities.

Trust

While it might seem that trust is universal, it’s common for members of a team to have varying interpretations of how trust is shown, received, and understood. Discussing how each of us might feel trusted and how we build and show trust and creating space to explore the differences and similarities can be generative. This exercise from Thiagi Group is designed expressly to do that.

Start by pre-preparing a set of around twenty trust cards, each with a single characteristic, behavior, attitude, habit, value, or beliefs around trust written on it. By then going through a process of creating and sharing their own trust cards and creating team trust posters, your group can effectively surface all those factors that affect trust in the workplace and think about how they can better build trust moving forward.  

Trust #thiagi #issue analysis #trust 

One of the most important concepts in the workplace is trust. It affects performance, informal and formal relations, atmosphere of the workplace etc. With this activitiy you cn discover what one thinks about trust.

Translated Rant

Creating space for members of a team to be open and honest is a vital ingredient when building trust and improving organizational culture. The other side of the equation is trusting that the other person is willing to actively listen when you are honest and try to understand where you are coming from. 

This activity from Erica Marx is a great way of helping people build the skills to understand others and support efforts to be honest and open. In pairs, have one player rant for sixty seconds about a pet peeve while the other is instructed to listen for what’s important to them and what they value.

After the rant, the second player then translates the rant into statements about what they care about while checking that they got it right. By switching roles and then debriefing, you can help your group better prepare for both being honest and receiving honesty in a productive way. 

Translated Rant #active listening #emotions #values #trust #conflict #introductions #opening #connection 

One person rants for 60 seconds. The second person translates their rant into what they care about and value.

Life Map

It’s hard to trust people you don’t know well. When we get to know people better and in a more meaningful way, it’s much easier to interpret actions, work together productively and trust the other person. 

Life Map is an activity designed to help people express what is important to them and share their stories in a simple, fun manner. Start by asking participants to draw a map of their lives from birth to the present day by using common symbols and simple pictures to note significant moments. 

The result is a team of people who know each other better, feel more comfortable sharing what’s important to them, and are better positioned to contribute to an open and inclusive team culture. 

Life map #team #teampedia #ice breaker #get-to-know 

With this activity the participants get to know each other on a deeper level.

Trust Battery 

As with all aspects of team culture, it’s vital that a group is open and honest about where they are at and what problems they face with trust in order to move forward. Trust Battery is a great method for helping a group check-in with themselves and each other before then understanding what they need to do in order to build or repair trust. 

Start by inviting participants to measure the level of their trust battery with each of their coworkers. Remember to be honest and ask your group to reflect on how they might improve their trust batteries. During the debrief, it’s also important to note where people are misaligned and find space to surface why this might be. Be sure to explore this fully and encourage everyone to consider what actions they might take to improve mutual trust for the biggest impact! 

Trust Battery #leadership #teamwork #team #remote-friendly 

This self-assessment activity allows you and your team members to reflect on the ‘trust battery’ they individually have towards each person on the team, and encourages focus on actions that can charge the depleted trust batteries.

Develop shared understanding

Team culture can be broadly understood as a set of shared values and agreed-upon behaviors that determine how a group interacts and works together.

Taking the time to align on those values and behaviors and ensure everyone is one the same page is integral in building a strong team culture that sticks.

Not only this, but teams that understand one another are better able to navigate issues, support one another, and stay happy. Without a shared understanding of roles, working practices, and how our actions affect others, it can be hard to create an effective team culture.

Let’s look at some activities that can help create a shared understanding among the members of a team. 

Team Self Assessment

All teams are composed of individuals with different roles, needs, and working practices. Developing a shared understanding of how everyone will work together is a key part of building your team culture. Without defining and clarifying these elements, it’s hard for a group to align and come together meaningfully. 

This method from Hyper Island provides a framework for allowing a team to self-assess and explore how they might better work together across six categories ranging from team relations & environment to responsibility and productivity. By the end of the activity, you’ll have a clear document you can use as a point of shared understanding for your team! 

Team Self-Assessment #team #hyperisland #remote-friendly 

This is a structured process designed for teams to explore the way they work together. The tight structure supports team members to be open and honest in their assessment. After reflecting as individuals, the team builds a collective map which can serve as the basis for further discussions and actions. The assessment is based around 6 dimensions. Each one encouraging the team to reflect and analyse a different and crucial element of their behaviour.

W³ – What, So What, Now What?

Any working group of people may encounter conflict or differences of opinion from time to time. If these situations are not properly discussed and learned from, the result can be disgruntled employees, misaligned teams, and a toxic work environment. 

This activity is designed to help a group methodically explore and debrief an event or process to understand what happened, why it is important, and then decide how to improve and move forward together. Start by working individually to describe what happened before moving to small group work. By then debriefing and deciding actions as a full group, you’ll ensure everyone is heard and can be collectively understood. A great foundation for a productive team culture!

W³ – What, So What, Now What? #issue analysis #innovation #liberating structures 

You can help groups reflect on a shared experience in a way that builds understanding and spurs coordinated action while avoiding unproductive conflict.

It is possible for every voice to be heard while simultaneously sifting for insights and shaping new direction. Progressing in stages makes this practical—from collecting facts about What Happened to making sense of these facts with So What and finally to what actions logically follow with Now What. The shared progression eliminates most of the misunderstandings that otherwise fuel disagreements about what to do. Voila!

Circles of Influence

Companies and teams can be increasingly complex as they grow. This complexity can be part of the reason for team misalignment and if not properly managed, can damage your team culture too. Build a more conscientious team culture by using this exercise from Hyper Island!

Start by asking everyone to write down things that meaningfully impact the team, both internally and externally. Next, invite the group to decide whether these items fall in under the circle of influence or the circle of concern. Debrief and discuss in order to help everyone understand and align on what items they should or should not focus energy on in the future.

Circles of Influence #hyperisland #team #team effectiveness 

A workshop to review team priorities and made choices about what to focus on individually and collectively. The workshop challenges members to reflect on where they can have the most impact and influence. Use this workshop to refine priorities and empower ownership among team members.

History Map

Creating a shared understanding of a team’s history or collective experience is a vital part of great team culture. This activity is designed to help a group reflect on a period or project collectively while allowing everyone space to contribute both their individual experiences too. 

Start with a large whiteboard or piece of paper and include a few key events or dates to create a timeline for the reflection period. Next, invite the group to add elements of their experience to the history map using words, images, drawings and whatever else you feel is appropriate. 

After some silent reflection, invite participants to share a single moment that has been most impactful to them. By creating a collective history map, your group can reflect on all aspects of a project and better align with one another too!

History Map #hyperisland #team #review #remote-friendly 

The main purpose of this activity is to remind and reflect on what group members or participants have been through and to create a collective experience and shared story. Every individual will gain a shared idea of what the group has been through together. Use this exercise at the end of a project or program as a way to reinforce learnings, celebrate highlights and create closure.

Appreciate one another  

After a team has aligned on their culture and values, it’s important to celebrate when you actively live those values and appreciate everyone’s efforts. It’s a vital part of keeping your team culture alive!

Going further and showing appreciation for each other as individuals is also a vital part of a healthy team culture. When we are seen and valued, it makes us feel good and more connected to one another as a group. 

Try using some of these activities to help a group appreciate one another and build an appreciative team culture where everyone is seen and valued.  

Appreciations Exercise

Hearing about your strengths and receiving positive feedback from others is an effective way of building bonds and creating a healthy team culture. It feels good to feel valued by your teammates! For this exercise, start by having each participant write down their names on the bottom of a piece of paper before handing it to the person to their left. Each person then writes down a few words to describe what they value most about the person named on the page. 

Once the paper has come back to the original person, have a few moments to read before having each person read out the strength or value they liked the most. By affirming this strength on paper and then aloud, the appreciation is more likely to have lasting impact. 

Appreciations Exercise #team #appreciation #self esteem 

When you hear about your strengths from others and acknowledge them to yourself, this builds your motivation and self-confidence.

If you do this at the end of a workshop, you go away feeling good about yourself and your colleagues too.

Myers-Briggs Team Reflection

Personality tests can be great tools for improving group and personal understanding. Being aware of both your own personality type and those of your colleagues can be massively helpful for your team. Not only can it help a group understand actions and motivations, but it can also make it easy to see and celebrate strengths too.

Whatever personality type tool you use, be sure to take the time for groups to reflect on the different aspects of their results and discuss as a team. The resulting discussions and celebrations of one another through such a tool can often be as helpful as the initial result. 

Myers-Briggs Team Reflection #team #hyperisland 

A workshop to explore personal traits and interpersonal relations using the Myers-Briggs personalities model. Use this tool to go deeper with your team to understand more about yourselves and each other on personal and professional levels.

Explore your Values

Understanding and sharing what is most important to us can be one of the most effective ways to feel appreciated. This exercise is designed to help participants quickly brainstorm values that are important to them before narrowing them down to their three core values. Follow this with a reflection and small group discussion to explore the importance of these values, as well as how they are seen and lived in everyday life. 

By creating space for everyone to share and discuss their core values, you can create an atmosphere of openness and appreciation. A working environment where everyone feels able to live their values and are appreciated for doing so is a healthy, productive one! 

Explore your Values #hyperisland #skills #values #remote-friendly 

Your Values is an exercise for participants to explore what their most important values are. It’s done in an intuitive and rapid way to encourage participants to follow their intuitive feeling rather than over-thinking and finding the “correct” values. It is a good exercise to use to initiate reflection and dialogue around personal values.

Have fun together! 

An example of poor team culture is when people don’t feel connected to one another. Of all the methods there are for building team culture, having fun as a team can be one of the most transformative. Simply feeling more connected and getting to know each other outside of working roles can be instrumental in helping your team culture grow.

You might have away days, team events, and wellbeing programs that focus on introducing fun in the workplace, but it’s important to note that you can have fun together during meetings and workshops with simple icebreakers games or energizers. 

Remember that team building games and activities of all shapes and sizes can be useful when building your culture!

Laughing and having fun together between tough tasks and periods of hard work can be integral to building a great team culture, even if it’s just ten minutes in your day. Try these games and activities if you want an easy, low-impact way to start building a fun team culture. 

Bang

Having fun as a group is especially important for new teams who are just getting to know one another. Bang is a fun icebreaker game that is simple to teach and can instantly generate a good atmosphere in a group. 

Start by getting the group to stand in a circle and choose one person to stand in the middle as the sheriff. The sheriff spins around before stopping, pointing at someone and shouting bang. The target must duck to avoid the shot while the person on their left and right must then shout the name of the other person. The last to shout the other person’s name is then out of the game. Repeat until you have just two people left and have a duel to finish the game! 

Bang #hyperisland #energiser 

Bang is a group game, played in a circle, where participants must react quickly or face elimination. One person stands in the middle of the circle as “the sheriff”, pointing at other players who must quickly crouch while those on either side of them quickly “draw”. A good activity to generate laughter in a group. It can also help with name-learning for groups getting to know each other.

Doodling Together

Tapping into some of the things we did as kids and unleashing our inner child can be especially effective when starting to build your company culture. Finding space to have fun, collaborate, and celebrate creativity should always be encouraged.

With Doodling Together, start by handing postcards or small pieces of paper to your group. Next, invite each person to draw a form before passing their card to the next person. The next person then adds an animal to the form and passes the card on again. 

By adding new elements with each pass and encouraging silliness, you and your group can establish creative confidence while having fun too! 

Doodling Together #collaboration #creativity #teamwork #fun #team #visual methods #energiser #ice breaker #remote-friendly 

Create wild, weird and often funny postcards together & establish a group’s creative confidence.

Rock, Paper, Scissors (Tournament)

Simplicity is king when it comes to finding space to have fun as a team while at work. If you want to find a quick and easy way to inject fun into a team workshop, a rock, paper, scissors tournament is a great place to start.

Start by asking everyone in a group to pair up and play rock, paper, scissors. The loser then becomes a fan of the winner who cheers them on in the next round. Continue until you have two large crowds cheering on the final pairing. Add additional rules or conditions for cheering if you like and don’t be afraid to run this one in virtual or hybrid settings too! 

Rock, Paper, Scissors (Tournament) #energiser #warm up #remote-friendly 

This is a fun and loud energiser based on the well-known “Rock, Paper, Scissor” game – with a twist: the losing players become the fan of the winners as the winner advances to the next round. This goes on until a final showdown with two large cheering crowds!

It can be played with adults of all levels as well as kids and it always works! 

GIF challenge 

Having fun as a group is especially important for virtual teams who may not have as many opportunities for spontaneous games or exercises. GIF challenge is a simple activity that can work as a quick icebreaker game or be used as part of an ongoing tournament or challenge.

Start by posing a question or challenge in your messaging app or on your online whiteboard. Each participant must quickly respond using a fun and appropriate GIF. Anonymous posting is best so you can then have the group vote on their favorite and you can select a winner! Run several rounds and allocate points to turn this into a tournament and give out prizes to the winner for bonus credit!

GIF challenge #energiser #fun #remote-friendly 

Create space in your agenda for a fun online energiser where participants are encouraged to find creative GIF-based responses to your questions.

Wrap up

Building an enduring team culture doesn’t happen overnight, but that doesn’t mean that there aren’t things you can do today to improve your culture. Being honest about what needs to improve, defining your ideal culture, and taking pragmatic steps to achieve a better team culture are great ways to get started. 

It’s so vital to try and cultivate a team culture where everyone feels seen and heard and where their values are celebrated. Not only will you see an improvement in motivation and productivity, but you’ll have a happier, more connected team too!

Did you have any tips for building team culture? Have you found any of the above methods particularly useful? We’d love to hear from you in the comments below! 

1 Comment

  1. Your tips was helpful indeed for my group session I didn’t have any ice breakers so the group is having fun now that we get to cheer a bit in the middle of our session.thank you

Leave a Comment

Your email address will not be published. Required fields are marked *

You might also like