23 Ways To Build a Successful Team in 2024

Team members may include employees, independent talent, consultants, agencies, or a mix of all four. Some people may be working onsite and some remotely. None of that matters, so long as you provide the right skills, tools, and environment for success.

The business impact of successful team building in 2024

Employees faced many challenges in 2024 that could degrade how engaged they feel with their team. Gallup estimates the global economic loss from disengaged employees to be $8.9 trillion.

The top reasons employees feel so lackluster at work are due to feeling highly stressed, lonely, sad, or angry. They’re so tired of feeling unhappy that more than half (52%) are looking for a new job.

The good news is that managers have tremendous influence over how positively employees feel about what they do and who they work with. As you boost employee engagement, their productivity and wellbeing will also rise, which often leads to higher profitability and more satisfied customers.

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Common characteristics and qualities of successful teams

When we talk about a successful team, we're talking about one that works together so well that they deliver high-quality work on time and hit their goals. The vibe of the team is so positive and supportive that members feel safe, seen, valued, and supported—personally and professionally.

Who’s on your team may change over time, or from project to project, and that’s OK. By maintaining these traits in your team, you create an environment that enables everyone to succeed together:

• Shared goals. Members move in the same direction knowing what they’re working toward and why they’re there.
• Curious and adaptable. People are open to learning new things and adapt quickly to changing circumstances and new information.
• Trust and commitment. Members hold each other accountable and trust each other to do their work and look out for the team's interests.
• Diverse. Diversity of experiences, backgrounds, and even locations and work status (e.g., employee versus independent talent) provides the perspectives, knowledge, and creativity required to solve problems well.
• Open communication. Everyone feels safe being authentic and constructively shares their concerns and feedback.
• Inclusive. Members respect each other's perspectives, feel heard and safe enough to take risks and be vulnerable.
• Complementary skillsets. Members have the skills and knowledge to deliver on their responsibilities.

23 ways to build a successful team

The more you can rely on your team to regularly deliver remarkable work, the more comfortable you may feel taking on greater responsibilities and launching bigger initiatives.

Remember that great teams consist of anyone required to get the work done. This may be a mix of employees, independent talent, consultants, agencies, and people working remotely and onsite. Here’s how to create an environment that enables everyone to contribute at their highest potential.

1. Set business goals

Setting goals provides your team a framework by:

• Giving them purpose, which may increase their engagement, motivation, and productivity
• Aligning their work with business goals
• Informing them what the team’s structure should look like, roles required, people’s responsibilities, and skillsets needed
• Identifying hiring priorities, such as when specific skills may be required and for how long you’ll need them
• Reducing risk by flagging potential challenges like the equipment and processes needed for a project

2. Make S.M.A.R.T. business goals

Employees feel more engaged with their work when they feel it has meaning and know what’s expected of them.

If deadlines often change or projects get canceled without explanation, employees may get so frustrated that they begin caring less or working less hard.

One way to help them understand the importance of their work and how it feeds into larger business initiatives is by following the S.M.A.R.T. framework.
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S.M.A.R.T. goals framework

Specific. The goal should be clear and specific, answering who, what, where, when, and why.

Example:
Reduce errors by 14% in the next month

Measurable. The goal should have clear criteria for measuring progress.

Example:

Increase employee NPS from 68% to 90%

Achievable. The goal should be challenging, yet possible to achieve based on potential constraints and available resources.

Example:

Expand into Latin American markets over the next 18 months

Relevant. The goal should align with broader business objectives and be relevant to the organization's mission and values.

Example:

If an organization’s mission is to provide access to clean water, a relevant goal may be “provide 50 hand pumps to Central African Republic communities in the next two months.”

Time-bound. The goal should have a clear deadline or time frame so that employees can prioritize tasks correctly.

Example:

Post three blog posts by this Friday.

3. Define roles and skillsets required

Now that you know what your goals are, you can determine the skillsets required to achieve them. Knowing each person’s responsibilities will also guide you in writing accurate job descriptions and determining what success looks like for each person.

You may also identify what work should be handled by independent talent versus an employee so that you can effectively allocate resources. For example, a content team is made up of people managing the operations and people producing the content. You may find the most efficient way to generate quality content at a reliable pace is by contracting independent writers and graphic designers.

4. Maximize the skills of each team member

The objective of this step is to get the best work out of people by tapping into their strengths. Regularly review the capabilities of each team member, including their strengths and weaknesses. Then determine where people have complementary skills. Knowing who can back up another person and the type of work someone does well and enjoys most may reduce their stress levels.

Knowing each person’s strengths and interests may also show where to invest in learning and development (L&D). Workers, especially the younger generations, often appreciate companies that invest in their career growth. They may show their appreciation by staying in their jobs longer and working harder.

If you don’t have a formal L&D program, that’s OK. You can show employees you care about their career growth by paying for an online training course or webinar, pairing them up with a mentor, or sending them to a conference.

Related: 7 Ways To Ensure Learning Opportunities for Remote Teams

5. Set expectations from day one

Every team member should know what’s expected from them, their deadlines, the support you’ll provide, the processes available to facilitate their work, and how you’ll evaluate their success. They should also know what doing a good job looks like.

Setting expectations includes how they should communicate. In addition to establishing respectful communication guidelines and using inclusive language, you can improve team communication by proactively addressing questions like:

• How quickly should they respond to email?
• When should they have conversations over the phone versus on a video call?
• Is it OK to turn all email, text, and messaging notifications off after work hours?

6. Embrace diversity

Studies have long established how diversity exposes people to different perspectives, which can lead to new ways of thinking. And those new thoughts may result in greater innovation, faster problem-solving, and deeper customer connections.

Companies that embrace a neurodiverse workforce are 75% more likely to see ideas become products, for instance. And those companies are 87% more likely to say they make better decisions.

Working with people from different backgrounds, thinking styles, and life experiences also benefits the individual on a personal level. When teams have regular exposure to people outside of their normal circle, they become more aware of their own biases and stereotypes.

As people become more self-aware, their minds may open. Open minds then lead to open hearts as they begin communicating and collaborating with greater empathy and flexibility.

Dive deeper: How To Be an Inclusive Leader

7. Allow your team to take risks and experiment

Taking risks helps your team grow and find creative solutions to problems. When given the opportunity to test ideas and fail, they may find a way to do something better, faster, or cheaper. They may even uncover untapped opportunities.

Some of their experiments may fizzle and that’s OK too; they’re still stretching themselves and growing from the experience. And they may be able to apply some of those learnings to future projects, which increases their chances of success.

If you’re thinking, “There’s no time to test ideas, we’re scrambling just to get our regular work done!” there’s a solution: See how PGA of America finds the time and budget for testing new ideas.

8. Give authentic recognition

Everyone wants to feel their work matters and that they’re appreciated. Generally, the more sincere and frequent the recognition, the more engaged and excited a person feels about their job.

Although there are many ways to recognize someone—an award, money, or promotion—saying a quick thank you during a weekly stand-up meeting may be enough. Whatever you do, be authentic as most employees (64%) prefer authenticity over frequency.

So when giving a pat on the back, don’t just say, “Hey, good job last week.” Specify the person, what they did, and how their work made a difference or provided value to the organization.
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Read: How To Show Appreciation to Employees: 10 Simple Ways With Big Impact

9. Promote individual development

Businesses often struggle with two workforce issues: Having the right skills and keeping their best workers. Learning and development (L&D) can address both issues by prioritizing upskilling and employee career development.

As a Workplace Learning report by LinkedIn explains, workers want AI skills and are likely to remain with a company that offers career advancement. So “companies must embrace both AI skills and career development to energize and retain talent.”

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You don’t need a formal L&D function to develop team members. Effective talent development strategies include:

• Offering professional training on the latest technologies and tools
• Connecting team members with coaches to level up their communication or management skills
• Mentoring employees by teaming them with leaders from other functions
• Giving time, and possibly funds, to pursue relevant work certifications and higher education
• Having them work with external talent on a project to learn new skills and ways of thinking

Related: 7 Ways To Ensure Learning Opportunities for Remote Teams

10. Don’t micromanage

According to a survey by the American Psychological Association, 64% of people who feel micromanaged at work are more tense and stressed than those who are given their space. So, let your team complete tasks with the appropriate level of autonomy.

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Be the person they feel comfortable going to when they want guidance or feedback. If you hire the right people and have the right processes in place, they will get their work done without you staring over their shoulders all day. You can check in during weekly standup meetings or monthly one-to-ones, depending on the work and role.

And here’s a side bonus: When you give people more freedom, you have more time to get your own work done.

11. Motivate your team with positivity

Your team will go through many ups and downs throughout the year. The more positive their work environment, the more resilient they may be to change and stress, and the faster they may recover when something goes wrong.

Many of the top ways to promote workplace positivity are the same characteristics and practices that build successful teams. You must honor each person’s individual needs and provide an emotionally and physically healthy place to work, as well as opportunities for growth. The U.S. Surgeon General calls these the “five essentials” and believes they’re so critical for workplace well-being that he created a framework for achieving them.

12. Establish strong leadership

Managers are generally focused on making sure everyone follows the processes and stays on track. Leaders are focused on developing people to their fullest potential to inspire innovation and guide change.

Entrepreneur and author Seth Godin says being a strong leader is critical in a fast-changing world. Effective leaders help people flex and adapt, think creatively, take risks, and solve problems—everything required for companies to remain competitive.

Being a strong leader requires looking inward first. You must know how to leverage what you do well and recognize areas for improvement. Be an example by holding yourself accountable when you make mistakes or reverse decisions that didn’t work out.

You may find being vulnerable enough to admit fault or ask for help to be difficult, but it gets easier with time and practice. So ask your team where you could improve and regularly solicit feedback. As teams see you do the work toward personal and professional growth, they’re encouraged to do the work too.

Related: How To Be an Inspiring Leader

13. Create a team culture

Every company has a unique culture. Teams create their own subcultures based on the leader, the team members, and the work they do.

Team cultures became more critical to a team’s success in the wake of the COVID-19 pandemic. For most people working from home at that time, their immediate team was their main connection to the company. When offices opened back up, subcultures remained strong and still heavily influence how teams perform today.

That time in history also proved that you don’t have to sit shoulder-to-shoulder to create a strong team culture. If you’re intentionally inclusive, remote workers can feel just as valued and connected as their onsite colleagues.

Related: The End of Corporate Culture (and Here’s What’s Next)

14. Communicate frequently and effectively

All of the other 13 steps on this list require effective communication, from how clearly you state your expectations to how you motivate your people to deliver their best work.

However, many teams don’t realize their potential because they don’t communicate well. So, as shown in this TED-Ed video, invest in the right training and tools to avoid the common reasons for miscommunication.

15. Foster connections within the team

Connections bring more humanity, and sometimes a little levity, to stressful workdays. When people feel a closer bond with each other, they develop trust. That trust is what encourages them to collaborate and communicate more honestly with each other. If they trust someone’s work, they may be willing to lend a helping hand. If they trust what someone says, they may be more willing to resolve an issue when it arises.

Here are a few ways to start fostering team connections. Be mindful that people have different comfort levels when talking about their personal lives. You can encourage but never force someone to share or attend an event:

• Start team meetings with a few minutes of casual conversation before launching into business
• Have a fun channel on Slack where the team can share non-related work thoughts and pictures
• Practice open and transparent communication
• Assign new hires to an onboarding buddy
• Host regular social events
• Encourage employees to recognize and thank each other publicly via a shared team channel or platform

Read: 15 Fun Virtual Team Building Activities for Remote Teams

16. Encourage a growth mindset

A growth mindset is the belief that if you’re not naturally “good” at something, you can improve through effort. Stanford psychologist Carol Dweck coined the term in her studies of how children learn.

Her work applies to adults too because people with a growth mindset have traits that facilitate winning teams. They’re willing to adapt, take on challenges, receive feedback, and support others.

Compared to people with a fixed mindset—thinking their abilities can’t be improved—teams with a growth mindset don’t shy away from challenges and are more creative and open to change.

17. Encourage cross-functional collaboration

When team members collaborate with cross-functional teams, they’re exposed to new perspectives, knowledge, and skills from team members across the organization.

By working together, cross-functional teams can develop more sustainable solutions that are a win-win for all. If clients often complain of billing issues, for example, sales and accounting can work together to create a solution that improves customer satisfaction and may also improve accounting processes.

When team members feel connected with other functions, they may also feel more interested in their work as members can see the impact of their work and feel connected to a larger mission.

18. Implement regular feedback loops

Many people think they only give feedback when they want to see something improve, but that’s not true. For instance, you could give a team member feedback to:

• Recognize them for achieving their monthly goals early
• Ask for clarification instead of making assumptions
• Understand how to motivate them and encourage their best work

Read: Tips for giving negative performance feedback

Implementing regular feedback loops improves communication and understanding. When team members understand what’s expected of them and feel heard and appreciated, they’re likely to be more engaged and work hard toward shared goals.

Be sure to implement a strategy that both onsite and remote workers can easily use. Build trust by addressing issues promptly and keeping workers updated on progress.

A few common feedback loop strategies include:

• Regular one-on-one meetings. Create a safe space for employees to discuss challenges and opportunities.
• Weekly group meetings. Include time in the agenda for members to ask questions and discuss issues.
• Project retrospectives. Gather insights by bringing the team together after a project is completed. Reflect on what went well, what didn’t, and what could be improved for future projects.
• Anonymous surveys. Use convenient apps so team members feel safe sharing their opinions, especially on sensitive topics.
• Open-door policy. Encourage members to share feedback at any time, whether that’s dropping by your desk or sending you an email.

19. Promote work-life balance

Having work-life balance means both your work life and your personal life co-exist harmoniously. You don’t feel as if you’re sacrificing one for the other.

Balance doesn’t necessarily come from clocking out at 5 p.m. every night. You feel work-life balance when you can choose where to put your energy throughout the day. You may feel like taking off early to enjoy a sunny afternoon with your family one day. And you may work late into the night another day.

Flexibility is the key to promoting work-life balance for your team members. Give them the flexibility to work where—onsite or remotely—and as much as possible when they choose.

Flexibility is so valued by younger generations that nearly half of them freelance to gain more control over their work day. So, if you don’t offer work-life balance to your teams, they may seek it out themselves.

20. Establish clear decision-making processes

A clear decision-making process shows team members how decisions are made and what criteria will be used. Transparency improves team collaboration and efficiency by helping them:

• Make decisions faster and avoid overanalyzing situations
• Know who’s accountable for making and implementing decisions
• Trust each other more and avoid misunderstandings
• Encourage creativity by preventing groupthink

21. Leverage technology for efficiency

Technology enables teams to remain connected and productive whether they’re working onsite or remotely. Here are a few ways to leverage technology for greater efficiency and productivity:

• Improve communication. Communication tools like Slack and Upwork Messaging support real-time messaging, video conferencing, and file sharing, which helps teams communicate efficiently across time zones.
• Automate routine tasks. No-code and low-code automation tools like Zapier and Workato free up team members’ time by connecting apps to automate administrative tasks.
• Enhance collaboration. Platforms such as Google Workspace and Microsoft Teams allow multiple team members to work on documents simultaneously. Collaboration tools avoid having multiple versions of a doc and ensure everyone has the latest updates.
• Project management. Tools like Asana and Jira help teams organize tasks, set deadlines, and track progress. The software enables team members to see what each person is responsible for and track deadlines.
• Data-driven decision making. Analytics tools like Tableau and Power BI make quick work of gathering insights from data. Combining artificial intelligence (AI) and data analytics enables you to collect and interpret larger amounts of data faster and more efficiently.

See also: Work smarter with these AI productivity tools

22. Create opportunities for team members to lead

Employees want to work for a company that supports their career growth. When you offer them learning and development opportunities, they’re likely to reward you with their loyalty, as highlighted in a Workforce Report.  

Sharing leadership responsibilities builds successful teams by cultivating accountability, new perspectives, and collaboration. When team members have more opportunities to lead, they feel valued, which often increases their engagement. They develop soft skills such as decision-making, managing teams, and communication, that enhance themselves and the team.

Leadership opportunities can take many forms such as:

• Leading specific projects or initiatives
• Presenting at a meeting
• Mentoring newer or less experienced team members
• Heading special work groups or committees

23. Celebrate milestones together

When teams celebrate milestones together, they feel more united and included, knowing they’re part of a group working toward the same goal. These feelings are essential for successful teams to maintain if they want to keep delivering at a high level.

Celebrating milestones isn’t just about recognizing professional achievements like completing a big project or launching a new product. It’s also about reinforcing a culture that values and appreciates the people who keep the business running every day.

Remember, work is just one part of what makes a colleague who they are. Honor the whole person by celebrating personal milestones too, like when a team member:

• Has a birthday or work anniversary
• Buys a new home
• Achieves a personal goal like running a marathon
• Welcomes a new child into their family

Examples of successful teams in the workplace

The 23 ways to build successful teams might seem too simple at first glance. Depending on your team dynamics and company culture, using just one or two methods might not be enough, so you’ll want to find the right combination for your team.

But don’t underestimate the power of these straightforward ideas—they can help build industry leaders, as did the companies we discuss below.

Pixar

Pixar Animation Studios is known for its critically and commercially successful computer-animated feature films. Their key to creating one box-office hit after another is communication. Employees are encouraged to share ideas, provide feedback, and actively participate in the creative process—no matter what their role. Their culture of open communication facilitates creativity and innovation.

Southwest Airlines

Southwest Airlines is famous for its award-winning customer service. They remain one of the top airlines each year because they work as a team to deliver the best customer experience possible—from booking their flight to arriving at their destination. The company prioritizes training and development to create a collaborative team working toward a common goal. And they invest in providing employees the resources to do their job well.

NASA

Teams at NASA have sent humans to the moon, collected samples from an asteroid, and made countless scientific discoveries that contribute to the quality of life people enjoy today. NASA’s goals are magnificently ambitious, extremely complex, and so risky that failure can result in the ultimate catastrophe: loss of life. The throughline for their success is trust. Teams actively create and maintain a culture of trust, which facilitates open communication and fuels a shared passion.

McKinsey and Company

McKinsey often tells prospective employees that working for them means making a real impact on the world—and that’s no exaggeration. The consulting firm tackles some of the toughest challenges faced by the world’s largest companies. They deliver on their promises by hiring top talent and experts in their fields and leaning heavily on continuous learning. Their culture also prioritizes collaboration so that everyone supports each other’s growth

Build successful teams with Upwork

The key to building successful teams is creating the right environment for everyone to thrive. The ways to do this are simple, and when executed effectively, your team can achieve incredible things together.

Planning, applying, and managing these processes may take more bandwidth than you have right now, but you can still get started. Upwork provides high-quality specialists ready to help you on a per-project basis. See the many ways you can get work done with Upwork.

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Upwork is not affiliated with and does not sponsor or endorse any of the tools or services discussed in this article. These tools and services are provided only as potential options, and each reader and company should take the time needed to adequately analyse and determine the tools or services that would best fit their specific needs and situation.