Best and worst team habits affecting performance

Research of more than 1,500 team members working across businesses globally shows the best and worst team habits that are impacting overall effectiveness and what businesses should avoid, or do more of, to supercharge their teams this year. This is according to a report by strengths development organisation, Strengthscope.

Starting with the worst

Participants report they are struggling with stretch habits that enable continuous performance improvements. Specifically, teams are struggling to provide constructive feedback to each other and collect feedback from key stakeholders and customers. These results suggest that most teams need to be more proactive in the gathering and delivery of feedback.

Closely related to feedback, accountability was also found to be a challenge. The results show that team members believe their colleagues are less likely to be called into account when work is not delivered, or standards are not met. When teams lack accountability it can have a profound impact on motivation and cause a domino effect to other individuals within the team.

Best habits for effectiveness

But while teams struggle with feedback and accountability, they excel in building trust - a critical ingredient for success. Team members feel they are able to share their ideas and views, openly and honestly at team meetings and can rely on each other for help and support to get the job done. This helps build the strong relationships needed for sustainable high performance.

When considering the most significant predictors of team effectiveness, the report identifies three standout areas that are common in high performing teams: each member’s role and contribution is clear, the team’s purpose is meaningful and understood, and there are measurable goals and implementation plans in place to help achieve this. All of which support the habit of clarity. 

Dr Paul Brewerton chartered occupational psychologist and founder of Strengthscope, comments: “Team habits correlate with team performance. HR and Learning & Development Managers can support their teams by helping them to acknowledge where they’re currently at and what their challenges are. This will provide the context needed to build skills and behaviours that improve overall performance. In tandem, managers and leaders should ensure they are creating conditions for their teams to feel safe and confident, especially when it comes to delivering feedback.”

Download the full report: Team Effectiveness in the Workplace 2025.