Team Structure:
At our largest, our team consisted of 14 members with diverse backgrounds. While the core was made up of designers, we also had project managers, development specialists, and direct managers. This blend of skills and experiences provided a unique environment that encouraged collaboration and innovation.

Challenges:
The team faced several rounds of layoffs during a period of uncertainty, which naturally impacted morale. With team members unsure about their job security, it became critical to maintain engagement and ensure that the team remained cohesive during such turbulent times.

Leadership Approach:
During uncertain times, I made a conscious effort to check in with team members both professionally and personally. Recognizing their challenges, whether work-related or personal, was essential for creating an environment of psychological safety. I wanted my team to feel comfortable expressing their thoughts and ideas, knowing they wouldn’t be judged.
Leading by example was key in building trust. I actively participated in initiatives like Foodie Fridays and collaborated in the creative Halloween planning. These events weren’t just about having fun—they were about connecting with the team and reinforcing the idea that we were all in this together. Through my involvement, I showed my commitment to our team culture and to ensuring everyone felt valued.
Additionally, I focused on creating opportunities for team members to collaborate. The diverse skills within the team meant there was so much potential to learn from one another. I encouraged open communication and set the tone for sharing knowledge and expertise. This fostered a strong sense of camaraderie and allowed the designers to work together seamlessly, utilizing each other’s strengths.

Results and Impact:
The impact of these efforts was evident. Team morale improved significantly, and we saw many team members forming strong friendships. The sense of unity was palpable, and collaboration across different roles grew. The designers, in particular, worked together more closely, pooling their experiences and skill sets to elevate the quality of our work.
We also initiated company-wide events, like an April Fools Day potluck, which allowed us to build connections beyond the immediate team and further solidified the sense of community.

Feedback and Adaptations:
The feedback was overwhelmingly positive. Team members consistently expressed their appreciation for the opportunities to get creative and connect with one another. Everyone had a hand in choosing the themes for our weekly Foodie Fridays, which kept things fresh and exciting. As a result, the team felt more engaged and motivated, even in the face of challenges.
Over time, we adapted our initiatives based on the team's preferences. We became more inclusive, making sure everyone had a voice in the planning process and that events reflected the diverse interests of the team.