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Team building
How to plan a team-building event for an HR team, with goal-setting, activity trade-offs, logistics, and how to make sure everyone can take part.
HR teams hire, train, and retain the organization's people, and they have to work well with every other department to do it. This post covers how to set goals for an HR team event, how to weigh activity types, how to handle logistics, and how to make sure the whole team can participate.
HR's work runs through every other team. Bringing people from other departments into the event builds understanding, communication, and collaboration across them, and that improves the employee experience for everyone.
Talk openly with team members about where the team is struggling or wants to improve. If it's communication, plan group problem-solving exercises or trust-building activities. If it's productivity, plan around time management or task prioritization.
An event is a chance to reinforce the company's core values. If a core value is innovation, include activities that reward creative thinking. If it's teamwork, pick activities that require cooperation.
Account for your team's preferences and physical capabilities. Indoor options include board games, puzzle solving, or a cooking class. Outdoor options include hiking, kayaking, or a scavenger hunt, with fresh air and a change of scenery.
Collaborative activities build trust and communication, such as building a tower out of newspaper and toothpicks or solving a puzzle together. Competitive activities, like a relay race or capture the flag, push people to challenge each other.
Creative options include painting or drawing together, or a team-building workshop. Problem-solving options include an escape room or a mystery game, where the team learns to work together under pressure.
Choose a venue close to the office or easy for everyone to reach, with room for your headcount. If the event is outdoors, have a backup plan for bad weather. Pick a date that works for everyone and send invitations well in advance.
Know your costs before you commit. Save where you can, but don't cut what drives turnout and engagement. Snacks and refreshments keep people energized, and prizes or incentives help with attendance.
Choose vendors with a good reputation and a track record of quality. Make sure any facilitator understands your goals and can tailor activities to them. Stay in regular contact with both in the lead-up so there are no surprises on the day.
Tell people why the event matters and what they'll get out of it. If the focus is communication, explain how it will help them work together. If it's trust, explain how trust leads to better collaboration.
Avoid activities that alienate or discriminate based on age, gender, or other protected characteristics. If some team members have physical disabilities, choose activities that adapt or don't require physical activity. If some have dietary restrictions, make sure there's food for them. An HR team will notice if you miss this.
Set aside time during or after the event for reflection. Ask what went well, what could improve, and what people want next time.