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Teamwork makes the dream work, and it can also make work a dream.
Putting together a group of employees can feel like a gamble. Roles may shift, and disagreements arise. One late milestone creates even more tension. Is this part of the natural team-building process, or is it a sign we need to reassign?
The answer can be found in exploring the characteristics of high-performing teams. Identifying these qualities helps us create a company culture where employees combine their unique strengths with low friction.
What are high-performing teams?
High-performing teams deliver results beyond expectations. They knock down challenges like it’s their job. Not just because it is, but because they’re secure in their respective roles and engaged in collective success.
More than anything else, high-performing teams are cohesive teams. They mesh well together because they:
- Have built trust among one another
- Know how to navigate conflict
- Are committed to their respective duties
- Hold themselves and one another accountable
- Keep their eye on the prize (results)
7 unique qualities of high-performing teams
We know what high-performing teams do. Now, let’s learn more about how to build high-performing teams by breaking down their habits and behaviors.
1. They’re aware of what it takes to be a great teammate.
Various individual qualities are major contributors to a high-performing machine. Some teammates will be best at keeping morale high. Others aren’t afraid to give you an on-the-spot tutorial or troubleshooting session.
Then there are those who anticipate team needs or know the most effective way to deliver feedback. No matter who does what, you can find all the qualities of a great teammate represented on high-performing teams.
2. They have strong leaders.
High-performing teams are made up of roles that complement the team members’ strengths. Whether it’s a project lead or company leadership assigning, everyone is aware of the responsibilities and objectives that come with their role.
Strong leaders also help high-performing teams stay motivated and headed in the right direction.
3. They’ve been through it together.
By “it” we mean a fair few challenges and stressful times, but also at least four of the five stages of team development. After Forming, Storming, and Norming, they get around to Performing.
The Performing stage is where the magic begins to happen because this is where teams begin innovating. This could look like figuring out faster, more efficient ways to complete tasks, or devising an altogether new way that yields bigger results.
4. They’re diverse and inclusive.
Teammates who work exceptionally well together do not necessarily have similar backgrounds, perspectives, or personalities. One of the main characteristics of high-performing teams is that their members don’t just accept differences. They leverage them.
Groupthink isn’t associated with great decisions. Embracing diversity allows teammates to question, maintain an open mind, and take more considered risks. It’s also conducive to results representing a wider section of the company, stakeholders, or customers.
5. They have rituals.
High-functioning teams are subcultures of their company culture, and co-creating rituals is an important part of this. They carry company values and customs to their team and adapt them to their process.
How they run check-ins and updates, exchange information, recognize each other, and even what emojis they use 🌮 are ritualized parts of their team culture. Inclusive approaches plus rituals equal psychological safety. No one feels embarrassed to contribute.
6. They participate in team-building exercises
Team-building helps everyone settle into their roles and get to know their teammates better. It can be as simple as a team that plays video games together off the clock, but high-performing teams usually have experience with multiple types of activities that address:
- Trust-building
- Problem-solving
- Communication
- Decision-making
Activities focused on personality assessment also help leaders build teams from the ground up.
7. They’re goal-oriented and results-driven.
Just as they take ownership of their mistakes, members feel like they own team success. Clear expectations and accountability create teams that truly want to meet goals.
Rewards are a common success incentive, too. If a team is looking forward to a celebration, job perk, or gift, it’s just a little extra motivation to stay locked in.
Huddle up: High-functioning team tips
A mix of any of the qualities we’ve looked at today can be fostered and supported with some of these ideas:
- Ensure teams have all of the necessary resources to achieve results
- Offer flexible work arrangements or other work-life balance initiatives
- Identify smaller project milestones to measure and celebrate progress
- Fit team-building in as often as possible, even if only for five minutes
- Stay in close communication with opportunities for honest feedback
- Make enough time for creative solutions, hackathons, and other alternative approaches
What makes a great team even better? Peer recognition!
High-performing teams recognize one another’s contributions. They can even ritualize their recognition, thanks to tools like HeyTaco.
Thousands of companies worldwide use it to encourage collaboration, boost overall engagement, and emphasize positivity and core values–necessary ingredients for strong teams that exceed expectations.
“Values are often just words on a wall, but with HeyTaco, we're living them every day. It’s positive reinforcement, and it feels like a celebration,” explains the Director of People Operations at an energy platform.
Dive into a high-functioning, cohesive culture with a free trial.
Characteristics of High-Performing Teams FAQ
How do you know if your team is high-performing?
Hitting at least 80% of your OKRs is a good sign. Low turnover and high retention can also signal strong team performance.
There are a few observations to make, too. If someone does leave, is the project toast? Do people disagree during meetings, or do they save it for Slack? Bouncing back from team member loss and feeling safe enough to broach topics when they arise are positive indicators of a high-performing team.
What holds teams back from higher performance?
Blame culture is a common culprit. If making a mistake gets you singled out, you’re not going to innovate or push harder. Vague goals and too many meetings can also inhibit performance.
There can also be issues that resemble that famous quote about the definition of insanity. You know the one: “The definition of insanity is doing the same thing over and over again and expecting different results.” Stubbornly sticking to a process or structure instead of revisiting and optimizing keeps everyone stuck.
Is there conflict in high-performing teams?
Yes, and there should be. Learning to work through disagreements creates psychological safety on high-performing teams. However, there’s a big difference between these conflicts and those of a toxic workplace:
- The conflict is about the task, not the personalities working on it.
- It stays more respectful since it’s about attacking a problem, not a person.
- It ends with a decision, an agreement that resolidifies everyone’s commitment to the goal. It’s productive.
How long will it take to build a high-performing team?
Various models state that it takes anywhere from three months to two years to build a high-performing team. Emphasizing a culture of recognition from preboarding on can put you on the shorter end of these estimates. Psychological safety and clearly defined goals are the best setting for executing the five stages of team cohesion.
