Just as in sports, the businesses that sustain success are not those filled with stars, each striving to expand and enhance their individual legacy.

منهم لتوسيع وزيادة ارثهم الفردي.In fact, they are businesses with talented people in key roles and managers who know how

to help their employees work together in harmony.

In this article, we present five ways for modern, newly established companies to build a winning team. وموهوب يحقق

Desired outcomes:

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1. Build the team before actually hiring the team.

For beginners, managers at newly established companies need to define their own roles and plan how to assign responsibilities when

it comes to decision-making, hiring, and external communications.

Even if the founders are equal partners, success is impossible to sustain if everyone tries to do

part of someone else’s job. Once specific responsibilities have been defined, the same logic should be applied when hiring the team.

There may be a tendency to hire smart people with impressive, advanced degrees and then decide

what their responsibilities should be. Don’t do that. Define specific roles, set budgets for each person’s responsibilities and salary, and look

for employees who are a great fit for these roles and whose talents complement one another.

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2. Make sure everyone understands how the company works

At a startup, where the initial team will likely consist of no more than 12 people

or even fewer, it’s important that everyone on the team understands how the company works.

Everyone should have a specific job responsibility, but ultimately, they will help the person responsible for marketing if they are

familiar with supply chain management, or vice versa.

While established companies may be able to have employees who understand only their individual job responsibilities,

startups cannot operate this way.

Ongoing interaction and understanding how every part of the company works help the team recognize how their specific roles contribute

to the company’s goals.

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3. Hire people who share your passion

Building a modern company will never be a 9-to-5 job or a 40-hour workweek. This applies to the founders and to any employees who

join the initial startup team.

Everyone involved should be personally invested in the company’s success, even if they don’t contribute their own capital. One way

to do this—and attract top talent, especially when there isn’t enough funding to offer high salaries—is to offer

that person a stake in the company.

For social enterprises, it’s crucial that everyone hired is not only passionate about making an impact, but also

has a thorough understanding of the problem the company is tackling and the solution it is working toward.

If they aren’t passionate about the specific cause, they’re unlikely to be the kind of person who will put in long hours or

deal with obstacles such as a difficult commute or a demanding investor to make the work successful.

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4. Get input from the rest of the team when it comes to adding new team members

In a small team, one bad hire can completely disrupt the alignment of the rest of the organization, while founders have

The final say on who is added to the team to help the company grow rests with the team, so everyone should work with the person

who has just been hired and take the time to understand them.

Once the role and the number of candidates have been determined, as many team members as possible should meet their potential new colleague

—someone who may see things differently from the founders on a day-to-day basis and offer a different perspective, or

ask questions that may help provide new insights.

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5. Don’t stop once you’ve built your team

Bringing a group together is one of the building blocks of a successful team. Even when things are going well, building alignment is an ongoing process. The best organizations

encourage employees to engage with one another and regularly assess what’s working well and how they can improve the way they

work together.