1.) Reward and value efforts of teamwork. The lone employee has their place, but placing a large amount of reward on something an individual employee does on their own can often give the impression that an individual can be valued more than the group. There’s nothing wrong with a little bit of personal recognition, of course, but try to keep larger rewards (bonuses, compensation, etc.) distributed to groups of people as a display of a team working together successfully.
2.) Build teams to solve issues. If you are constantly forming teams to resolve issues that arise, people are going to start doing it on their own. If you typically ask for a group of volunteers to solve a problem, the first time a problem comes up while you are out of town group members will follow the protocol; which is to form a team and work through the issue together.
3.) List a teamwork culture as an identifiable value. The concept of teamwork shouldn’t be inferred, it should be openly accepted. Make sure the idea of teamwork is added to employee handbooks or written agreements so group members understand that it is a priority.
4.) Bring up topics that were solved by teamwork. I used to work at Billings Clinic, and I remember when they were given a Magnet rating (the top rating for nursing in the country; very few hospitals have achieved this), credit was given to the committee that worked tirelessly to make sure the hospital met specific qualifications. No single individual was acknowledged; it was considered a group effort.
5.) Exemplify teamwork at the executive level as well. As parents, it’s tough to expect your family to run as a team if you and your spouse do not act as a team as well. The same goes with a business. If Mom is asked a question, saying “I’ll run that by your father” shows that teamwork happens at even the highest level. Make this a practice in your business as well.