How to build and optimize a high-performing team
Building and leading a high-performing team is more than making the right hires; it’s about fostering a positive dynamic that drives engagement and success.
Recently, I worked with a client who needed to build a team from scratch—an intimidating task, but she quickly assembled a stellar group. Her approach? She prioritized people she genuinely liked and believed would connect well with the team.
She has tons of team-building experience, and something she said about her hiring process stood out.
“When I hire people, I want to make sure I like them personally,” she said bluntly. I haven’t had many people say that, so I asked to explain further.
“Well, you’ll spend a lot of time with these people. You often spend more time with these people than with your family. If you don’t like coming to work with your team, you may leave the company or start to retreat from your team,” she said.
“Often, we get caught up in qualifications or where the candidate worked before. But you also need to consider the culture fit and what the wrong fit may do to your team’s morale and productivity.”
So, whether adding one new employee or assembling an entire team, you can take proactive steps to improve your hiring decision-making.
Hiring the right person doesn’t happen by accident. Here are some other tips she shared with me.
Patience is key
Be patient and wait for the right fit. It’s better to run short-staffed for a few weeks or months than to hire someone unsuitable for the team. Trust your gut during interviews. If you find yourself trying to convince yourself it’s the right fit, it probably isn’t. Hiring the wrong person leads to frustration, wasted time, and adds more stress on your team.
Involve your team
Involving your team in the selection process by having the top two or three candidates meet with team members gives them agency. These interactions help everyone get acquainted before the new hire’s first day, which can reduce the unknowns and improve team buy-in.
Consider personality fit
Look for a personality fit and skills. You want a team that can work well together and enjoy each other’s company. While they don’t need to be friends outside of work, the team should be cohesive and able to have fun while working hard.
Create a sense of team quickly during onboarding
Start taking care of the new hires before their first day. Make sure paperwork, office setup, and agenda for the first week are ready. Welcome them with a thoughtful first-day package and consider an informal team lunch. Commit time to personally train and onboard them, even though it might disrupt your day—first impressions matter.
Trust your team
Once they’re trained, give them autonomy. Create a 30-60-90 day plan, schedule weekly check-ins, and then get out of their way! Trust them to do the job and allow them to take ownership of their role.
New teams take time
A new team won’t function perfectly right away. Be patient, and give constructive feedback. Celebrate small wins early to build momentum, and be transparent about what you know and are still figuring out. Consistently affirm the team’s progress.
Act quickly with feedback
Bad news doesn’t age well. Address problems and provide redirection promptly before issues fester and grow.
Make hard decisions quickly
Not every new hire will work out. If a team member isn’t fit, move on quickly to maintain the team’s momentum and morale.
Get to know your team
Instead of asking, “How are you?” ask, “What are you most excited about right now?” This question opens the conversation and helps you connect with your team on a deeper level. It is also great for weekly meetings.
Lead with enthusiasm
Your energy is contagious. Be excited about your work. It will naturally spread to the team.
Making hires can be expensive and time-consuming, so it's essential to make informed hiring decisions. The right new employee can bring energy and fresh ideas to help your team function at a high-performing level now and into the future.