Scaling small teams in complex environments

Success through a differentiated approach
Switzerland is a highly developed country with many levels of complexity: the need to reconcile divergent interests, national and cantonal laws and multilingualism are just some of the challenges that need to be mastered. This is a major problem, especially for smaller organizations such as national associations or interest groups.

Switzerland, with its multilingualism and different levels of government, presents unique challenges, especially for smaller organizations such as national associations or interest groups. These organizations often have to manage complex tasks with a high degree of polyvalence and flexibility. We have had the opportunity to deal with this issue on several occasions and would like to summarize our main conclusions here.

Before the recruitment process: analysis of team dynamics Before new members are added to the team, a precise analysis of the existing team dynamics is necessary. It is important to understand what skills or personality traits are missing and how the existing team structures function. Such an understanding makes it possible to search specifically for people who are a good fit not only professionally but also interpersonally.

During the recruitment process: involvement of the team During the recruitment process, it is important that current team members are involved in the definition and selection process. This not only promotes acceptance of the new colleagues, but also enables a better assessment of how potential candidates could fit into the existing team structure.

After the recruitment process: integration and monitoring After hiring new team members, it is crucial to integrate them effectively. Regular integration meetings and team-building activities are necessary to familiarize new employees with the organization’s values and working methods and to promote a harmonious team dynamic. In addition, continuous monitoring of team dynamics is essential in order to identify and address potential conflicts at an early stage.

Clear definition of roles and responsibilities It is crucial that each team member understands their specific function and how they interact within the organizational ecosystem. For example, a new technical role in a multilingual team requires not only specialist knowledge, but also language skills that contribute significantly to work efficiency.

Adjustment of the organizational structure The integration of new roles often requires a revision of management hierarchies and communication flows. The aim is to create a space that allows both new and existing team members to interact effectively and bridge cultural and linguistic differences.

Careful planning of the recruitment process The recruitment process must be diverse and targeted in order to appeal to a broad group of applicants. The challenge lies in finding candidates who not only have the necessary technical skills, but also enrich the linguistic and cultural diversity of the team.

Continuous monitoring and adjustment Regular feedback loops and performance assessments are necessary to adapt the team to the organizational goals and market requirements.

Conclusion: smaller organizations with multi-layered tasks in a complex environment must be particularly careful when expanding their teams. This is the only way to ensure that the addition of new colleagues runs smoothly and is successful in the long term.

Contact us to find out how we can help you improve your team dynamics and successfully scale in your multilingual and culturally diverse environment. We offer customized support and solutions tailored specifically to your needs. Let's tackle your organizational challenges together!
Christophe Berger
Christophe is founder and CEO of AGILIS. Besides his work as consultant and manager, he is always observing the business word and adores commenting on subject that seem relevant to him.