Teamwork and Team Bonding

Subject: Employee Management
Pages: 2
Words: 660
Reading time:
3 min
Study level: School

Teamwork and team bonding are fundamentally important for creating exemplary collaboration within an organization. Team bonding is characterized by the existence of a common purpose for all the participants who are focused on attaining positive outcomes. Achieving the desired results depends on “each participant, the maximum use of participants’ resources, well-developed and conscious roles, and presence of structured and open interaction” (Au-Yong-Oliviera & Costa, 2020, p. 276). Various types of team bonding activities are presented on the TeamBonding website:

  • Virtual bonding involves exercises for those who cannot be physically present at the event. This method is especially relevant in the current situation of the pandemic and offers all types of activities, from online cooking lessons to virtual yoga.
  • Hybrid bonding brings people together no matter where they are and lets them practice both virtual and in-person activities depending on their schedule and circumstances.
  • In-person bonding may be defined as teamwork on-location, with many outdoor activity options, quizzes, escape rooms, etc. It helps foster better teamwork and communication as it takes place offline (“Team Building Activities,” n.d.).

All of these activities evoke positive emotions, create pleasant memories, and promote the enhancement of relationships, which is crucial for building long-lasting cooperation within organizations and groups.

As a future manager, I would practice such team-bonding activities with my employees. Land (2019) notices that “it is important for technical managers to recognize the personality traits of the individuals working in their teaming environments” (p. 19). Accordingly, the most appealing activities for me are in-person activities, particularly painting lessons, book club, film club meetings, art gallery tours, etc. These activities imply sharing people’s opinions and views on certain art subjects, which, to my mind, can result in exciting discussions and help to understand colleagues’ outlooks and personalities better. Besides, such activities play an educational role, which I also find beneficial and essential. Dyer (2015) argues that “a fundamental principle of team building is that it is a process, not an event,” therefore, I would turn these bonding activities on an ongoing basis (p. 2.). I would also make sure to give each of the employees a chance to choose the book, film, or exhibition we are going to review, so everyone can to express their passions and favorite works of art.

Apart from serving a great mission, TeamBonding corresponds to all S.M.A.R.T. guidelines:

  • S – Specific. The goal of the Team Bonding organization is clear. It enhances communication and overall teamwork within companies.
  • M – Measurable. There is plenty of statistical information on TeamBonding’s website, for example, they “offer 100+ unique teambuilding events nationwide, worldwide and online” (“About us,” n.d.). Although their main product, teambuilding activities, is hard to measure, their goals are, undoubtedly, rather measurable.
  • A – Attainable. It seems that TeamBonding finds clients easily, considering how relevant their business is. The prices of the courses may vary, but whether it is the company that pays for them, or the employees purchase a course, in my opinion, these activities are accessible.
  • R – Realistic. TeamBonding focuses on what is relevant and helps people improve their teamwork, which can be considered realistic and practical.
  • T – Timely. TeamBonding’s activity can be regarded as timely, as it was named “one of the nation’s fastest-growing private companies and ranked at No. 4516 with three-year revenue growth of 70% percent” in 2020 (“About Us,” n.d.). TeamBonding has existed for 20 years and only continues to grow and diversify its list of activities. Even during the pandemic, it found a solution to create many online activities, making it an adaptable organization.

In conclusion, TeamBonding suggests various methods of bonding experiences for organizations which include both online and offline activities to enhance the relations among a company’s employees. Choosing a virtual, hybrid, or in-person option should correspond with current circumstances and a desirable result. Thus, it is of paramount importance for a future manager to understand the value and the positive outcomes of such kind of bonding to perform effectively.


About us. (n.d.). TeamBonding. Web.

Au-Yong-Oliviera, M., & Costa, C. (Eds.). (2020). 20th European Conference on Research Methodology for Business and Management Studies. Academic Conferences and Publishing International Limited.

Dyer, W. G. (2015). Team Building. In Wiley Encyclopedia of Management, 1–2. Web.

Land, S. K. (2019). The importance of deliberate team building: A project-focused competence-based approach. IEEE Engineering Management Review, 47(2), 18-22. Web.

Team Building Activities – the TeamBonding way. (n.d.). TeamBonding. Web.