How to build a high-performing team

There’s a truism that applies to almost any business: success is only possible if you build a great team to help you get there.

But a high-performing team isn’t something that happens overnight. As a leader, you have to be dedicated and prepare yourself for the long road ahead, as it can take a year or two to build the foundations of the ultimate dream team. Put in the effort and you will enjoy not only better business performance and output, but also dedicated team members who are more likely to stick with you over the long term.

Here are the core components of great team development.

Focus on team-building first and foremost

You could have the best, most qualified person for a particular role, who, on their own, will complete every task you set them to the highest of standards. But if they don’t gel with the rest of the team, you risk upsetting the apple cart.

This is why team-building is so important: team members that are comfortable with each other and work well together will be more successful as a unit, rather than just as individual high-performers.

Start by getting to know the individuals on your team so you understand the group dynamic and where each person falls within it. Organise team-bonding activities and social events to encourage relationship-building and familiarity between team members. This is a key first step that will lay the groundwork for a high-performing team. You may even decide to pair certain team members together for a task so you can observe any outcomes on a professional relationship/work friendship level, and importantly, the processes and results gained, as you’ve now closed a gap between that particular dynamic.

Agree on team goals

High-performing teams succeed by working towards a common goal. It’s important to think long-term and communicate the team goals on a regular basis. Make sure everyone on your team knows exactly what they should be working towards individually, and as a group.

Consider forging your goal into your team mantra. For example, “Does what I’m doing now add value to the overall customer experience?” Take a look at the LinkedIn Learning course on setting team and employee goals for further guidance.

Trust your team members

There are few things less motivating for a great team player than feeling they are not needed. Don’t treat your staff like they are merely your support team, rather, trust them with projects and offer them support.

Naturally, there will be plenty of tasks that you won’t delegate, but never assume that your team can’t upskill themselves to take on some trickier roles (with guidance from you, of course). Keep all the relevant team members in the loop on larger projects – and crucially, don’t leave someone out until the last minute and then expect them to pick up the slack.

RELATED: The power of employee recognition and how it contributes to business success

Reward and recognise good work

Maintaining a high-performing team means sharing the credit for successes. Don’t hog the limelight if senior management is giving you praise – ensure your business leaders and the rest of the organisation (publicly) know who in your team was integral to the outcome.

Recognise overall team successes but also individual efforts. The goal here is to encourage team members to support and lift one another up. While some healthy competition within the team can be appropriate in certain situations, it shouldn’t be at the expense of the group dynamic.

Are you in the process of building a great team? Get in touch with Page Personnel’s recruitment consultants to discuss your hiring needs.