This article is part of the “The worst Mistakes and the best Hits of the 50 most important Architectural Firms in Europe” Report.
We created this report to help architecture firms learn from the experiences of the biggest players in the industry.
By looking at their mistakes and successes, we wanted to show you what works, what doesn’t, and how you can apply these lessons to your own business.
Our goal is to give you practical advice that can help you avoid common pitfalls and make better decisions for your firm’s growth.
.
.
How to Invest in Talent
Previously, on Investing in Talent: Why a Strong Team Is Key to Your Firm’s Success we talked about how attracting and retaining top talent is crucial for architecture firms’ growth.
As your firm scales, the people you hire become the backbone of your operations.
And there’s nothing worse than growing your business feeling like your team isn’t following your lead.
.
You need the right talent to keep up with the demands of bigger projects and deliver quality work.
That’s why investing in your team is one of the best things you can do.
The good news?
You don’t need to break the bank to make it happen.
Here’s an explanation of how to invest in talent:
.
Offer Ongoing Training
Training isn’t just for new employees—it’s something that should happen all the time.
As a mid-size firm, you may not have endless resources, but there are still plenty of ways to help your team improve their skills.
Offering opportunities for training, whether through courses, workshops, or even online resources, helps your staff stay current and ready to take on new challenges.
.
Why it matters:
When your team keeps learning, they bring fresh ideas to the table and improve their work.
This keeps your firm competitive and up to date with the latest trends and tools in the industry.
.
What you can do:
Look for low-cost or free online courses, local industry events, or even bring in guest speakers for in-house learning sessions.
Every little bit of training adds up.
.
Provide Mentorship
One of the most powerful ways to grow talent is through mentorship.
Pair your more experienced team members with those who are newer or still building their skills.
Not only does this help junior staff grow faster, but it also creates a strong team dynamic and builds relationships within the firm.
.
Why it matters:
Mentorship helps people develop faster, learn from real-world experience, and feel supported in their roles.
Plus, it helps build a positive, collaborative company culture.
.
What you can do:
Set up a simple mentorship program where senior staff regularly meet with junior staff to share advice and feedback.
It doesn’t have to be formal, just consistent.
.
.
Encourage Collaboration
Great ideas often come from team discussions and collaboration.
When people collaborate, they learn from each other and find better solutions to problems.
For mid-size firms, this is key because you’re small enough for ideas to be heard but big enough to benefit from diverse perspectives.
.
Why it matters:
Encouraging your team to work together leads to better ideas, better designs, and a stronger connection between employees.
It also keeps things fresh and creative, which can help your firm stand out.
.
What you can do:
Host regular brainstorming sessions, design reviews, or casual team meetings where everyone can share their thoughts and ideas.
Get everyone involved in problem-solving and planning.
.
Recognize Good Work
We all like to be recognized for a job well done.
In a mid-size firm, it’s easy to overlook small wins, but showing appreciation for good work keeps your team motivated and engaged.
Recognition doesn’t always need to be big—sometimes a simple thank you or shout-out can go a long way.
.
Why it matters:
Recognition helps people feel valued, which leads to higher morale and better performance.
When your team feels appreciated, they’re more likely to stay committed and continue putting in their best effort.
.
What you can do:
Make recognition a regular part of your firm’s culture.
Whether it’s a quick thank-you in a meeting, an email, or a small reward for a job well done, make sure your team knows when they’ve done great work.
.
Hire the right people
Building a strong team starts with hiring the right people.
As a mid-size firm, every person you hire should fit well with your culture, values, and the needs of your business.
Take your time during the hiring process to find people who will add value and grow with your firm.
.
Why it matters:
The right hires make everything easier—from smoother project execution to better client relationships.
Plus, employees who fit with your firm’s culture are more likely to stay longer and help drive your firm’s success.
.
What you can do:
Focus not just on skills, but also on cultural fit.
Ask questions during interviews that help you understand how candidates work with others, solve problems, and align with your firm’s values.
.
Conclusions of investing in talent
Investing in talent is one of the smartest decisions you can make for your architecture firm.
By offering ongoing training, providing mentorship, encouraging collaboration, recognizing good work, and hiring the right people, you’re setting your team—and your firm—up for long-term success.
.
As Richard Branson once said, “Take care of your employees, and they will take care of your business.”
.
Ready to build a strong, talented team for your firm?
Start completing the Self-Diagnostic to see where your architecture firm is failing.
And let’s discuss how you can create the right environment to grow your architecture firm.
.
***
Have you been there before?
Send us your story about investing in talent, and what you learned at [email protected].
We love connecting with other architects who have been in the trenches.
