5 Things High-Performing Teams Do Differently

Dear LinkedIn Community,  

Get ready for another eye-opening research on high-performing teams.

Drawing insights from a survey of 1,100 U.S.-based office workers, the study identifies five key behaviors that set high-performing teams apart.  

Amid the complexities of the remote work era catalyzed by the COVID-19 pandemic, the ignite80 research team, in collaboration with Front, delved into uncovering the secrets of high-performing teams. They aimed to identify the distinctive practices that set these teams apart and contribute to their unparalleled success.

Here are key insights that shed light on how high-performing teams have mastered the art of fostering genuine connections, even in the face of remote or hybrid work settings:

1. Embracing the Power of Voice: Contrary to the trend of decreasing telephone communication in workplaces, high-performing teams defy the norm. They engage in more frequent and meaningful communication, with a significant preference for phone calls (10.1 calls per day on average, compared to 6.1 for less successful teams). Phone calls not only dispel the misperception of awkwardness but also strengthen relationships, contributing to more fruitful interactions among teammates.

2. Strategic Meeting Practices: Recognizing the detrimental impact of poorly run meetings, high-performing teams strategically enhance their meeting dynamics. They are more likely to require prework from participants (39% more likely), introduce an agenda (26% more likely), and initiate with a progress-oriented check-in (55% more likely). These practices not only make meetings more efficient but also set the stage for better relationships and collaboration.

3. Investing in Non-Work Connections: Beyond work-related discussions, high-performing teams spend 25% more time bonding over non-work topics. These genuine interactions, whether over coffee or casual conversations, foster deeper liking and authentic connections. The best teams understand that effectiveness doesn't stem from constant work but rather from investing time in connecting with colleagues in meaningful ways.

4. Frequent Appreciation Exchange: Feeling valued and appreciated is a cornerstone of team performance. Members of high-performing teams report receiving more frequent appreciation from both colleagues (72% more) and managers (79% more). Importantly, they also express appreciation to their colleagues more frequently (44% more), establishing a cultural norm of mutual acknowledgment that transcends hierarchical boundaries.

5. Authentic Expression of Emotions: High-performing teams create an environment where authenticity thrives. They express positive emotions, using exclamation points, emojis, and GIFs in communication. Interestingly, they are also more likely to express negative emotions, acknowledging that authenticity involves the freedom to share a full range of emotions. This openness contributes to workplace well-being and team performance.

In essence, the research suggests that building a high-performing workplace extends beyond hiring the right talent and providing the necessary tools. It involves creating opportunities for genuine relationships to flourish. By incorporating simple, evidence-based practices that enhance communication, streamline meetings, and deepen connections, every workplace can meet the fundamental psychological need for relatedness, ultimately elevating team performance.

Let's collectively foster workplaces where authentic relationships thrive.

At TeamTalks Pty Ltd we see many leaders wanting the bee-hive state but many are not sure how to get started. That's where we come in. We share the evidence-based strategies AND walk the talk with you for a few months until the change has become a habit.

Please get in touch if you want 2024 to be your year of high performance.

Yours, Birthe Nohrden

Ron Friedman, Ph.D. man is the social psychologist in human motivation and the founder of ignite80.

Find his full article here.