Developing high-performance teams: Tips for 2024

It's been tested and proven that high-performance teams are crucial for success in any organization . But what exactly makes a team high-performing?

Well, I think a high-performing team is more than just a group of individuals working together well. It's about having a collective of people with defined roles and complementary talents who aren't afraid to challenge the status quo and embrace new ideas. These teams adapt swiftly to changing circumstances, always staying aligned with a shared purpose.

I believe what sets high-performing teams apart is their elevated levels of collaboration and innovation. They're dedicated to achieving superior results while also ensuring that radical opinions don't derail their progress. These teams are tight-knit and supportive, maintaining focus on their objectives and empowering each team member to contribute effectively.

Also, I believe high-performing teams possess exceptional soft and technical skills. Each team member brings their unique expertise and strengths to the table.

In 2024 focus more on employees, less on customers.

I believe that in this year, HR leaders will face the challenge of enhancing productivity in organizations while navigating economic uncertainties.?

HR will need to focus on doing more with less, a skill they've been refining in recent years.

Obviously, a key aspect of this will be supporting managers and executives in retaining and attracting talent for critical roles. By removing friction points that hinder employees from giving their full discretionary efforts, HR can help drive the business forward.

However, I think it's important for organizations to find a balance between meeting organizational needs and addressing employee concerns. While it's crucial to focus on productivity and efficiency, neglecting the well-being and engagement of employees can have long-term consequences.

Unfortunately, research from September 2022 indicates that many executives prioritize discussions about customers over employees. This imbalance can lead to missed opportunities for nurturing talent.

That's why, in 2024, I think HR leaders need to advocate for a people-centric approach that recognizes the value of employees and their contributions to organizational success.?

So, how to create high-performing teams?

I believe creating high-performing teams involves several key strategies that revolve around clear communication and a supportive environment.

Firstly, I think it's essential to clearly define the team's purpose and goals. When everyone understands what they're working towards, it helps align efforts and keeps the team focused on achieving results.

Something I think is particularly important about this is the role of clear communication in team success. Open and transparent communication channels allow team members to share ideas, provide feedback, and collaborate effectively towards common goals. Without clear communication, misunderstandings and conflicts can arise, hindering team performance.

I'd also add that building a feedback culture is essential for continuous improvement and growth within high-performing teams. Encouraging regular feedback sessions and providing constructive criticism helps team members learn from their experiences and make necessary adjustments to improve their performance.

Lastly, I believe focusing on psychological safety is essential for creating a high-performing team. Psychological safety, as practised by Google , involves creating an environment where team members feel comfortable taking risks, sharing their opinions, and admitting mistakes without fear of judgment or reprisal. This sense of safety fosters trust, collaboration, and innovation within the team.

Final thoughts

When composing high-performance teams, leaders must consider team size and ensure a diversity of thought and perspectives.?

Leading teams to high performance requires open conversations about the relationships inside the team – "what similarities and differences we have and how they manifest in our collaboration."

Such conversations are important for creating a feedback culture but ultimately also result in team agility. Why? Because that's how you create a safe space for failing, learning, and innovating.