Any business owner wants to build successful teams – the kind that meet deadlines, hit their targets, and push ideas forward. And while that is logical, the reality is that only chasing success at full tilt isn’t a sustainable design. Indeed, it can be damaging. The modern workplace needs more than endless drive and ambition. It needs balance.
A balanced workplace isn’t just a side issue; it’s a core part of performance, and getting it right starts before a new hire takes their seat for the first time.
Culture first, skills second
It might seem provocative to even say it, but as easy as it is to prioritize skills and credentials, cultural fit (and even cultural addition) matter every bit as much. Workplaces where everybody operates in the same way can struggle to adapt to enforced change, fail to collaborate, and lack the empathy that is fundamental to a team that’s in it for the long haul.
This is why businesses are increasingly putting more thought into personality, communication style, and emotional intelligence. Hiring someone who brings a different perspective, whether that is shaped by their gender, family history, or career journey, objectively strengthens a business, rather than weakening it.
Reacting to mistakes with humanity
A healthy workplace culture lets people try, fail, and learn. That’s how innovation happens, and if employees live in fear of making mistakes, they will stop taking the initiative. Worse yet, they may completely fade into the background. It is for a leader to set the tone here. Reacting to errors with understanding, especially when the employee owns their mistake, fosters psychological safety – and that’s a much more positive motivator than shame or anxiety.
Understanding the whole person
Career gaps used to be seen by employers as red flags. Now, smart recruiters know that people take time out of the workforce for valid reasons. They may be raising children, caring for relatives, or managing their own health. These experiences build resilience and emotional intelligence, both qualities that any workplace will benefit from.
Reading beyond the resume means seeing the actual person, not just the bullet points. This can mean asking better questions during interviews and using psychometric tests to understand how a candidate thinks and works best. It’s not about filtering people out; it’s about seeing where they can be put for the best potential results.
Don’t build a team of go-getters
A lot of business leaders look to the world of sports for inspiration and hire dozens of cut-throat type-A personalities in the belief that their drive will ensure success. But even in sport, a team of identical profiles doesn’t work; there’s always someone who’s got to do the unsung work. It’s useful to have the brash go-getters, in moderation, for sure. But without quiet listeners, diligent thinkers, and people who can take a moment in a crisis to think about the important next step, the team burns out, and nobody wants to take the blame.
Some people may believe that honoring the unsung heroes is just a way of paying lip service to the B team. Those people have never experienced a business that is filled with me-first personalities who’ll always take credit and never blame. Hiring with diversity of personality in mind builds a culture where people feel mentally supported, and even the sharks can learn when to put their teeth away – and it is better for sustained success.
