What do you do if your late career team members are resistant to team building activities?

Might be a hot take, but here it is.... Many late career professionals are just fine without team building activities. They want to get their job done, kick butt and go home. If you have somebody that's resisting team building activities, have a chat with them, gauge their temperature on the topic and if they're doing great work, leave them alone. Sometimes as a leader the best team building you can do it realizes that everyone has different motivators and drivers. A great way to be "anti team building" is to force your team members to go against their goals to suit what you feel is right for them.

IF THEY ACTUALLY CARE ABOUT TEAM BUILDING AND WANT TO DEDICATE TIME TO ACTIVITY PLANNING.... Then it's a good idea to get them involved. If they don't, that's ok as well. Sometimes you can get some awesome ideas from people that are resistant by focusing on individual team building. Things that put an emphasis on making them feel part of a support community rather than having to do traditional team building activities.

Consider their perspectives and concerns with sensitivity. Highlight the benefits of team building for collaboration and morale, Tailor activities to suit their preferences and comfort levels. Encourage open dialogue to address any underlying issues or resistance. Offer flexibility in participation and alternative options. Lead by example and actively participate in the activities yourself. Ultimately, foster a supportive and inclusive environment to encourage engagement.

You've got to understand who you're managing and what makes them tick. For example if your "team building" activity is taking the team out for drinks until midnight, that may work for 25 year olds, but it's not going to work for most parents. Unfortunately, that's a very common team building activity in the professional world and then leadership wants to know why people are pushing back. Instead, try to do some team building activities during the work day and when it's not distracting. For example, bringing in lunches or mid day activities often have much wider buy-in.

A lot depends upon. You must communicate the WHY of team building. Your own example and enthusiasm could spell the difference between failure and success. Do not make it all about business. Try to get the group together once a day for coffee. and just banter. People who are friends do not need team building exercises. Additionally, try to get people together for a bi-weekly or monthly lunch. Again, just banter. No lectures about teams or teamwork. If the company is laying off, there is a greater problem because people tend to compete under those circumstances to protect their position in the company. To the extent you were able to offer them reassurance. If there is severance packages or early retirement packages available explain them.