CultureIQ Team Speaks Up: Favorite Team Building Events

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The CultureIQ team is an eclectic bunch, both in personality and professional background. Some of us come from a corporate background, some from academia, and others have spent most of their time at startups. This diversity gives us great ideas on the product and business, but also helps us come up with new and different culture events.

So, in the spirit of appreciating what everyone brings to the table, I decided to poll members of the CultureIQ team about their favorite team building events (past, present, or future). Here’s what the crew had to say, and hopefully you walk away with some ideas for your next company culture event:

“Call me old-fashioned, but I’m partial to that classic team bonding event, the company happy hour. It’s easy to organize and low-pressure. A Friday afternoon beer with colleagues is a casual and fun way to get to know your team better, and end the week on a high note. Maybe it’s a classic for a reason!”

– Erin Anderson


“During the next long (2+ hour) meeting, I’d like to split the topics up into their own sessions, and put a “share anything” break in-between the sessions. During the share anything break, anyone can share anything (youtube videos, stories, pictures, ideas, you can introduce a game, you can ask a question, you can make a rousing speech… anything works). The break will last a few min depending on share volume, and then we will move onto the next topic. My hope is that the breaks will provide respite from the tedium of a long meeting, act as a team building initiative, and refresh everyone before diving into the next topic of business.”

– Jeremy Hamel


“My favorite team-building exercise would have to be “Save the Egg”. The purpose of the game is to build teamwork, creativity, and communication amongst the team. One person (usually the manager) buys a few eggs and some raw materials (cups, balloons, rubber bands, construction paper, etc.) and lays them on table. Employees break into teams of 4-5 people, with each team receiving one egg. The raw materials are then spread evenly across the teams. Using only the materials provided, each team must then create a structure that can withstand the fall of the egg from at least 17-18 feet while doing their best to keep the egg intact. Gradually, raise the elevation at which the egg is dropped until only one remains.”

– Reed Beaty


“I like drinking with my coworkers. Guards come down, and real connections are made. I don’t mean to imply that you need to drink to be a good coworker, though. Just let me drink around you, and I’ll be happy.”

– Alex Hart


“Oftentimes, I think culture events can blend together over time. I think this is because they tend to be focused around socialization rather than executing a project or a goal. Back when I was working at Marsh, some friends of mine on the sales team decided to run a Tough Mudder together. I say “run,” but in reality, it was more of a hike. I, for one, hadn’t factored in our race choice of Mount Snow, and soon realized that there was no way I was physically capable of running up and down a mountain for four hours. Instead we (as well as most other participants) ended up hoofing it up and down the mountain for most of the afternoon. We almost didn’t make it! When we all crossed the finish line though, we had a shared experience of having made it through a really difficult challenge together. Being able to look back on that experience helped us build a lot of trust within the group and reinforced friendships that have lasted long past our tenure working together.”

– Brady Loeck


“At my prior company we grew team from 25 to 130 people in an 18 months high-growth period.  Experiencing such fast growth and adding so many new employees put pressure on the norms and traditions of our culture.  One of the culture programs that we implemented to actively manage our culture was to form a culture committee made up of employees of all tenure, roles, levels, and office locations. The culture committee had about 10 members rotating out and replaced after 12-24 months.  We collected feedback from all employees, solicited feedback regarding volunteer programs, culture initiatives, and other employee led activities. It was a huge success and helped everyone participate in curating the best culture possible at our company.”

– Greg Besner


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