It’s true that well-integrated, high-performing teams are a key driver of business performance and engagement. But what is not so obvious is the formula for a successful one. While all companies – from multinational organizations to medium and small-sized businesses – face unique challenges, there are core similarities when it comes to creating agile and high-performing teams. In this whitepaper, we find out what those core similarities are and what companies could be doing better to increase employee engagement. From the research, we know that the process of building high-performing teams starts with recruitment. The most effective teams have a good team dynamic in terms of culture, skills and personality fit, are led with shared accountability, have clearly defined goals and objectives, and receive recognition for their good work. Conversely, poor leadership, team conflict, undefined goals and objectives and zero recognition for good work are key drivers of disengagement, dissatisfaction, and underperforming teams.
