Creating strong team culture: A Q&A with Archer Chiang

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The culture of a team, not just a company, has a significant impact on employees’ happiness, loyalty, and tenure. But today, so many people are managing teams who haven’t before, and are unprepared for the role. And many employees are suffering as a result. So what should managers – old and new – keep in mind about keeping their teams happy?

Archer Chiang, CEO of corporate gifting company, Giftpack, discusses how managers can create a strong team culture, and what keeps employees happy.

Do you think many of today’s managers are unprepared to manage junior team members?

Yes, I would say most managers are unprepared to manage junior team members. Exceling at a managerial position is already a challenging endeavor, even with a substantial 10-15 years of professional experience. The complexity of the transition from being an individual contributor to a manager does not solely hinge on one’s proficiency within their respective field, but rather, also requires a new set of soft skills that are not necessarily critical to success in prior roles. Empathy, a high level of emotional intelligence, the ability to make and trust in one’s decisions, active listening, and time management are important skills for managers to have.

I believe the reason that many managers are ill-prepared to manage teams is because of the generational gap. Approximately 5% of today’s workforce comprises individuals from Generation Z.  This demographic tends to prioritize aspects or a role beyond competitive salary and benefits; they seek a quality of work that directly impacts their overall quality of life.

Many existing managers, predominantly from earlier generations, may not fully align with this contemporary mindset, leading to a potential communication gap as the formative years of their professional development may have come before COVID, when companies expected people to be in-office five days a week, when hustle culture and working late were impressive and signs of achievement, and when many organizations had clearer division between levels and roles, rather than flatter corporate structures.

Because of this, the variance in perspectives between these generations – if not effectively addressed — usually have adverse implications on workplace dynamics due to misalignment of values, goals and perspectives.

Do you think there is a difference between corporate or company culture and a team’s culture?

Corporate culture encompasses the collective attitudes, values, goals, and practices that define an entire company. In contrast, team culture specifically pertains to the behavior and mindset exhibited by a group of individuals within a company, stemming from shared attitudes and belief systems. Notably, team culture is under the influence of managers and has the potential to differ from the overarching culture of the entire organization. This distinction emphasizes the nuanced and adaptable nature of team dynamics within the broader context of corporate culture, and is often most apparent in large and/or global companies where teams work from different locations or on vastly different types of projects.

What can managers do to keep their teams happy and engaged?

To ensure the happiness and engagement of their teams, managers can implement several key strategies. First, fostering an environment where team members feel appreciated by senior leadership is essential. Regular expressions of acknowledgment and recognition contribute significantly to overall job satisfaction, which can be done via gifting. At Giftpack, for example, we’ve seen many companies and managers ordering branded goods to give to their teams as a way to build a sense of togetherness.

Related: How will AI improve people-team management?

In other cases, managers are doing this to celebrate employees’ achievements or milestones – whether it’s a personalized gift to celebrate someone’s work anniversary, an item to welcome back a new parent from parental leave, or something else in lieu of a cash bonus to show appreciation for a team member’s work.

Another way to keep teams engaged is by providing consistent and constructive feedback. This creates a foundation for individual growth, helping team members understand their strengths and areas for improvement. This can be done organically and in-the-moment, and then enhanced with regular one-to-one meetings on a quarterly or semiannual basis.

Finally, offering opportunities for learning and development allows employees to upskill and progress in their careers, contributing to a sense of professional fulfillment and engagement within the team. This also shows employees that a manager and company cares about them as a person and wants them to continue growing within the organization.

What is the responsibility of HR teams in supporting company culture?

In supporting company culture, HR teams play a crucial role with responsibilities spanning effective communication, strategic hiring, and ongoing team support. Regular communication with managers and team members is paramount to foster positive relationships within the organization. In the hiring process, HR teams need to understand leaders’ management styles and integrate company culture and team culture fitness questions into interviews, ensuring the right match for the team.

Additionally, for existing teams, proactive engagement is essential. HR teams should initiate discussions about team dynamics, addressing any current issues to enhance overall team happiness and cohesion. This multifaceted approach ensures HR’s active involvement in nurturing and sustaining a positive company culture.

Are there any best practices managers should keep in mind this year to best manage their teams?

In navigating team management this year, team leaders should consider implementing a few best practices to foster a positive and effective work environment. First, recognizing and rewarding hard-working employees is crucial—this can be achieved through spot bonuses or sincere praise to reinforce a culture of appreciation. Celebrating personal and professional milestones demonstrates care for team members as individuals, and tools like Giftpack can be used to provide meaningful gifts for occasions such as work anniversaries, holidays, or promotions.

Additionally, cultivating an atmosphere grounded in openness, transparency, and trust is paramount. Ensuring that employees feel supported, listened to, and mentored without judgment establishes a foundation for strong team dynamics and overall success.