{"id":81597,"date":"2025-10-01T00:31:00","date_gmt":"2025-10-01T00:31:00","guid":{"rendered":"https:\/\/arielle.com.au\/?p=81597"},"modified":"2026-01-08T06:16:39","modified_gmt":"2026-01-08T06:16:39","slug":"how-to-improve-team-performance","status":"publish","type":"post","link":"https:\/\/arielle.com.au\/how-to-improve-team-performance\/","title":{"rendered":"How To Improve Team Performance &amp; Cohesion In 2026"},"content":{"rendered":"<span class=\"span-reading-time rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\"> 11<\/span> <span class=\"rt-label rt-postfix\">minutes<\/span><\/span>\n<p>In a perfect world, your team members would always gel perfectly and work seamlessly together to take your business to new heights of innovation, profitability, and customer satisfaction.<\/p>\n\n\n\n<p>But teams are made up of many individuals who need direction and support to feel connected to each other and your company\u2019s mission \u2014 in order to perform at their best.&nbsp;<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>Improving team performance requires a multi-pronged attack, which often hinges on strong and proactive leadership. But the results are worthwhile. <\/span><\/div><\/div>\n\n\n\n<p>A&nbsp;high-performance team&nbsp;is driven, works collaboratively, quickly implements constructive feedback, and positively contributes to the whole team and the company.<\/p>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/strategic-leadership\/\">Everything You Need To Know About Strategic Leadership<\/a>).<\/strong><\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>1. Set Clear Expectations (And Coach People To Achieve Them).<\/strong><\/h2>\n\n\n\n<p>Without properly defined expectations, no one on the team knows how to play or win the game.<\/p>\n\n\n\n<p>Setting expectations starts with breaking down complex strategic objectives into clearly defined areas of accountability while aligning roles with your team members&#8217; core competencies.&nbsp;<\/p>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/is-an-mba-worth-it\/\">Is An MBA Worth It?<\/a>)<\/strong><\/p>\n\n\n\n<p>I recommend that you start with&nbsp;the big picture and work inwards:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Note the company\u2019s <\/strong>strategic goals<strong>\u00a0<\/strong>for 2026. <\/li><li><strong>How is your team <\/strong>expected to contribute?\u00a0Clarify expectations to members of your team.<\/li><li><strong><strong>Establish individual KPIs <\/strong><\/strong>for each person, via a one-on-one meeting.<\/li><li><strong>Encourage<\/strong> team members\u00a0to identify barriers to success and address these individually.<\/li><\/ul><\/div><\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"884\" src=\"https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/improve-team-performance-1024x884.jpg\" alt=\"\" class=\"wp-image-87669\" srcset=\"https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/improve-team-performance-1024x884.jpg 1024w, https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/improve-team-performance-300x259.jpg 300w, https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/improve-team-performance-768x663.jpg 768w, https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/improve-team-performance-1536x1326.jpg 1536w, https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/improve-team-performance.jpg 1640w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Be sure to use the SMART principle to guide your team&#8217;s goal-setting:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Be specific:<\/strong>\u00a0Ensure that your team\u2019s goals are concise, with an outline of the steps involved.\u00a0<\/li><li><strong>Make them measurable:<\/strong>\u00a0Incorporate trackable, quantifiable benchmarks.<\/li><li><strong>Ensure they are achievable:<\/strong>\u00a0Ensure goals are realistic in the context of your team\u2019s skills, available time, and performance metrics. If not, adjust.\u00a0<\/li><li><strong>Keep them relevant:<\/strong>\u00a0Verify that the goal is aligned with the company&#8217;s overall vision, mission, values and strategic objectives.<\/li><li><strong>Make them time-bound:<\/strong>\u00a0Break down your 2026 goals into quarterly and monthly checkpoints.<\/li><\/ul><\/div><\/div>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Don\u2019t set and forget: maintain team performance through repetition<\/strong>.<\/h3>\n\n\n\n<p>Expectation-setting isn\u2019t a one-and-done process. <\/p>\n\n\n\n<p>Repetition is key. ALWAYS over-communicate. Be willing to state the obvious.<\/p>\n\n\n\n<p>Reiterate goals in your everyday communications with employees, always tying strategic company mission to tactical team goals that drive day-to-day activity.<\/p>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Real-World Example.<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">&#8220;The CEO has personally tasked us with implementing a new CRM by the end of July. Our old CRM is killing productivity. The sales team can&#8217;t be effective. The marketing team can&#8217;t be effective. Product teams can&#8217;t communicate effectively with marketing and sales. The new CRM will be the lifeline of the entire business, and by achieving this goal, we will enable everyone&#8217;s success. This is the most critical job in the business right now, and we&#8217;ve been selected to do it. All eyes are on us, team &#8211;  I need you to bring your A-game.&#8221;<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<p>Team performance will improve once employees have internalised how their progress on a small task contributes to a larger mission.<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>Rather than leaving team members feeling like small cogs in a large machine, you must help them view themselves as indispensable to the company&#8217;s success.<\/span><\/div><\/div>\n\n\n\n<p>Of course, your job as a leader doesn\u2019t end with setting SMART goals and talking about them:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Pay<\/strong> attention to how people are tracking.<\/li><li><strong>Provide <\/strong>recognition and feedback (more about this shortly).<\/li><li><strong>Look<\/strong> for opportunities to unlock higher levels of performance through additional training and development (for example, an online course, workshop, or mentorship program).<\/li><\/ul><\/div><\/div>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/ice-breaker-zoom\/\">Top 21 Ice-Breakers For Zoom Meetings<\/a>).<\/strong><\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>2. Re-Clarify Responsibilities During Periods Of Rapid Growth.<\/strong><\/h2>\n\n\n\n<p>Each team member needs to know their area of accountability within a team, how their success is measured and what their future prospects in the company look like.<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>This is easier said than done &#8211; especially in fast-growing teams. <\/span><\/div><\/div>\n\n\n\n<p>If your technology business, for example, is growing from $30m to $100m in revenue through international expansion, you can expect a healthy degree of confusion, frustration and even resentment. <\/p>\n\n\n\n<p>As a manager, your job is to accept that some fallout is unavoidable while doing your best to provide clarity and direction.<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3 steps to give employees more clarity during periods of transformation:<\/strong><\/h3>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Sit with each new team member<\/strong>\u00a0and discuss their job title, priorities and scope so that you are both on the same page.\u00a0Check in again if you sense that the employee has doubts about their priorities or your expectations around standards of work.<\/li><li><strong>Discuss ambitions <\/strong>and development needs, and discuss the path to promotion, a different role, or what training or mentoring opportunities the company can provide. Make sure to tie these to the achievement of KPIs.<\/li><li><strong>Make an action plan<\/strong>\u00a0to document and address any internal concerns about how workloads are allocated or how responsibilities are divided. Can you build in more fairness? Remove bottlenecks? Improve lines of communication?<\/li><\/ul><\/div><\/div>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/emotional-intelligence-in-the-workplace\/\">Raise Emotional Intelligence In Your Workplace<\/a>).<\/strong><\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>3. Lead With Values (Not Rules).<\/strong><\/h2>\n\n\n\n<p>When businesses have no values (or weak values), they fall back on rules. While rules are certainly important and unavoidable, they&#8217;re also inefficient. <\/p>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Expert Tip.<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Values are the root beliefs that your business operates from. Think of them as principles that shape your team\u2019s behaviour.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<p>Let&#8217;s say you run a sales team that sells B2B software by cold-calling other businesses. You probably have a 3-page SOP manual that sets out a number of rules:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong style=\"color: initial; font-family: -apple-system, BlinkMacSystemFont, &quot;Segoe UI&quot;, Roboto, Oxygen-Sans, Ubuntu, Cantarell, &quot;Helvetica Neue&quot;, sans-serif;\">The client<\/strong><span style=\"color: initial; font-family: -apple-system, BlinkMacSystemFont, &quot;Segoe UI&quot;, Roboto, Oxygen-Sans, Ubuntu, Cantarell, &quot;Helvetica Neue&quot;, sans-serif;\"> must receive a follow-up email within 30 minutes of the call.<\/span><\/li><li><strong>Every call <\/strong>must be logged in the CRM, with notes.<\/li><li><strong>Calls<\/strong> after 5pm are not allowed.<\/li><\/ul><\/div><\/div>\n\n\n\n<p>What do you expect the salesperson to do when they encounter a situation that your rules don&#8217;t cover, or requires them to bend the rules?<\/p>\n\n\n\n<p>For example, they discover a hot lead at 5:05pm while scrolling LinkedIn on mobile, walking to their car. <\/p>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/thank-you-messages\/\">100 Thank You Message Ideas For Colleagues<\/a>).<\/strong><\/p>\n\n\n\n<p>Should they call from the car or wait until tomorrow (and potentially lose the deal)? Should they call you to ask for permission to call after hours and log the notes in the CRM tomorrow?<\/p>\n\n\n\n<p>No.<\/p>\n\n\n\n<p>Because you have built a winning sales culture underpinned by concrete values below, they&#8217;re equipped to make the right decision:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Hit<\/strong> your number.<\/li><li><strong>Hard<\/strong> work makes luck.<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Important!<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Dozens of rules can be replaced with a single value. Use values to ensure compliance with 80% of your expectations. Use rules for the remaining 20%.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>4. Use Feedback To Hold People Accountable.<\/strong><\/h2>\n\n\n\n<p>As a manager, it is your job to let your direct reports know how they\u2019re doing in relation to how they\u2019re expected to be doing.<\/p>\n\n\n\n<p>Yet, a lot of managers don&#8217;t like giving feedback.  In fact, most actively avoid it because they&#8217;re uncomfortable with the idea of conflict.<\/p>\n\n\n\n<p>They rationalise it to themselves with the following:<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>&#8220;Once I hire better people, I won&#8217;t need to give feedback.&#8221;<\/span><\/div><\/div>\n\n\n\n<p>Wrong.<\/p>\n\n\n\n<p>High-performing teams have a work culture that embraces transparent and regular feedback.&nbsp;<\/p>\n\n\n\n<p>For them, feedback is an essential mechanism of growth &#8211; rather than a source of conflict or criticism.<\/p>\n\n\n\n<p>Regular feedback encourages trust, <a href=\"https:\/\/arielle.com.au\/transformational-leadership-examples\/\">fosters team cohesion<\/a>, and improves team performance. It\u2019s your role as a manager to cultivate a workplace culture where team members welcome it, seek it, and (gasp) look forward to it. <\/p>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/best-accounting-software-for-small-business\/\">Best Accounting Software In Australia<\/a>).<\/strong><\/p>\n\n\n\n<p>You can deliver your feedback in a number of ways, but the essence of effective feedback is always the same:<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>&#8220;This is how you are doing &#8211; and this is how you\u2019re supposed to be doing. What are we going to do about that?&#8221;<\/span><\/div><\/div>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong><strong><strong>3 conditions are required for feedback to be effective:<\/strong><\/strong><\/strong><\/h3>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Ongoing<\/strong>. Provide and request feedback year-round and throughout work-in-progress, not just at the end of a project or the end of the year.<\/li><li><strong>Open.<\/strong> Always welcome attention being placed on problems or issues, even when it\u2019s inconvenient \u2014 for example, when feedback might disrupt meeting a milestone on a project.<\/li><li><strong>Reciprocal.<\/strong> Feedback should never be a one-way street, because the goal is to learn and improve so we can all perform better. Team managers should ask for feedback on their management style from the team and\u00a0<a href=\"https:\/\/www.wrike.com\/blog\/managing-different-personality-types\/\" target=\"_blank\" rel=\"noreferrer noopener\">adjust to suit different personalities<\/a>.<\/li><\/ul><\/div><\/div>\n\n\n\n<p>Studies confirm that people who feel heard and supported are&nbsp;<a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.atlassian.com\/blog\/teamwork\/the-importance-of-teamwork#:~:text=Research%20shows%20that%20collaborative%20problem,job%20satisfaction%2C%20and%20reduces%20stress.\">more likely to contribute to the team<\/a>. With proper feedback, you build a positive, transparent, and productive work environment.<\/p>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Important!<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Even if you believe the team performance and culture are outstanding, check in with employees on a one-to-one basis. People can easily suppress concerns and resentment, leading to unexpected complaints or worse \u2013\u00a0<a href=\"https:\/\/www.gallup.com\/workplace\/398306\/quiet-quitting-real.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">quiet quitting<\/a>.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Ensure feedback is easy to receive by building a respectful culture.<\/strong><\/h3>\n\n\n\n<p>Employees will find your feedback more difficult to hear if it\u2019s delivered without regard to their knowledge, experience or feelings. <\/p>\n\n\n\n<p>Teams with members who respect each other and interact positively outperform those with disparaging and negative members because they have a genuine desire to help each other and cover each other\u2019s blind spots.<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>There is no room for disrespect in a workplace that is open to feedback in the pursuit of increasing team productivity. <\/span><\/div><\/div>\n\n\n\n<p>OurWatch&nbsp;<a href=\"https:\/\/workplace.ourwatch.org.au\/what-is-workplace-equality-respect\/\" target=\"_blank\" rel=\"noreferrer noopener\">confirms that a culture of respect<\/a>&nbsp;fosters higher standards and organisational performance.<\/p>\n\n\n\n<p>To solidify respect, ensure the following:&nbsp;<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Foster an environment<\/strong>\u00a0where coworkers know respect is a top priority, and there are consequences for noncompliance.<\/li><li><strong>Hold<\/strong> <a href=\"https:\/\/www.respectatwork.com.au\/#:~:text=Respect%20at%20Work%20training%20sessions,each%20to%20your%20workplace%20culture.\" target=\"_blank\" rel=\"noreferrer noopener\">training and regular coaching<\/a>\u00a0that teaches effective communication.<\/li><li><strong>Lead by example<\/strong>\u00a0to promote the right culture. As a team leader, show your respect for others in daily interactions. The rest of the team will follow suit.<\/li><\/ul><\/div><\/div>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>5. Avoid Micromanaging Capable People.<\/strong><\/h2>\n\n\n\n<p>You hired a person into a role because you decided that they were capable of performing the role.<\/p>\n\n\n\n<p>If you find yourself micromanaging this person, you have one of two underlying issues:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>You made a poor judgement call<\/strong> in hiring them. They&#8217;re underperforming and are not improving. Instead of accepting this truth and letting go of them, you hope to close their competency gap through micromanagement (I&#8217;ve made this mistake more than anyone).<\/li><li><strong>You made a great hiring decision,<\/strong> and they&#8217;re succeeding in the job. Yet, despite this, your anxiety is high, and trust levels are low. You&#8217;re not giving them enough autonomy and <\/li><\/ul><\/div><\/div>\n\n\n\n<p>If you find yourself in the first situation, you know what you need to do.<\/p>\n\n\n\n<p>But if you&#8217;re in the latter, you may be in a habit of putting talented people offside.<\/p>\n\n\n\n<p>If a leader tries to manage every aspect of a project, good team members are unlikely to innovate or take responsibility.<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>It\u2019s a slippery slope.<\/span><\/div><\/div>\n\n\n\n<p>Your desire to prevent failure can, counterintuitively, lead to significantly less enthusiasm, initiative, performance or compliance. <\/p>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/best-hris-software\/\">Best HRIS Software In Australia<\/a>).<\/strong><\/p>\n\n\n\n<p>Ultimately, high-performing employees under the scrutiny of a micromanaging boss feel less capable and can slide right into feeling resentful and disloyal. As a manager, remember:&nbsp;<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong style=\"color: initial; font-family: -apple-system, BlinkMacSystemFont, &quot;Segoe UI&quot;, Roboto, Oxygen-Sans, Ubuntu, Cantarell, &quot;Helvetica Neue&quot;, sans-serif;\">Team<\/strong><span style=\"color: initial; font-family: -apple-system, BlinkMacSystemFont, &quot;Segoe UI&quot;, Roboto, Oxygen-Sans, Ubuntu, Cantarell, &quot;Helvetica Neue&quot;, sans-serif;\"> effectiveness and team efficiency\u00a0rely on your trust in them.<\/span><\/li><li><strong>When<\/strong> you cross into micromanagement, the team is less likely to respect you.<\/li><\/ul><\/div><\/div>\n\n\n\n<p>How can you feel more assured people are working on the right things? <\/p>\n\n\n\n<p>Stay focused on setting expectations at the macro level. That is, clarifying goals and values.<\/p>\n\n\n\n<p>Let your team decide how they achieve those goals, such as how the report is formatted or the size of the logo.<\/p>\n\n\n\n<p>If the report succeeds, offer encouragement. If it doesn&#8217;t, hold them accountable.<\/p>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Instead of being overly involved, your role as a team manager is to:<\/strong><\/h3>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Define<\/strong>\u00a0high-level objectives that teams are working towards and clarify why they\u2019re important.<\/li><li><strong>Clarify<\/strong> roles\u00a0and responsibilities, so you can trust that people with the requisite experience or expertise are in charge of specific steps in a workflow.<\/li><li><strong>Provide<\/strong>\u00a0resources including information, budget, headcount, and support at the executive level that gives people the confidence and scope to execute.<\/li><li><strong>Set<\/strong> boundaries\u00a0and standards, so people understand the limitations they can work within and the quality of outputs required to meet expectations.\u00a0<\/li><li><strong>NOT<\/strong> manage every aspect\u00a0of every person\u2019s day, which requires respecting people\u2019s time and energy\u2014part of being a great manager is protecting employees from overwhelm.<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Important!<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Your team will organise their dynamic and flow. You can remain a sounding board and mentor in times of need.\u00a0<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>6. Create Systems That Support Autonomy And Team Productivity.<\/strong><\/h2>\n\n\n\n<p>One way to improve team performance is by encouraging autonomy. Done properly, your team will feel empowered to achieve results.<\/p>\n\n\n\n<p>The foundation of achieving this kind of well-oiled machine has been covered in previous points:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Defining<\/strong> clear areas of responsibility,<\/li><li><strong>Paying<\/strong> attention to being a communicative and supportive leader that encourages feedback, and<\/li><li><strong>Demonstrating<\/strong> trust by giving people flexibility in how they deliver.<\/li><\/ul><\/div><\/div>\n\n\n\n<p>But on top of that, you need to create a system that facilitates independent work while keeping employees aligned with expectations and company objectives. <\/p>\n\n\n\n<p>Effective structures and tools can also reinforce the boundaries you\u2019ve set, reduce unnecessary interruptions and ensure your team remains focused on big-picture goals rather than getting distracted by day-to-day minutiae.<\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Some key components of a system that supports autonomy include:<\/strong><\/h3>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Create small teams with decision-making powers.<\/strong> Structuring workloads so that people have just a few collaborators, and can make and act on certain decisions quickly, will vastly <a href=\"https:\/\/www.thehrdigest.com\/unleashing-the-power-of-small-teams\/\" target=\"_blank\" rel=\"noreferrer noopener\">increase efficiency and lead to more innovation<\/a>.<\/li><li><strong>Make information easily accessible. <\/strong>Most businesses would have some cloud document storage these days, but that doesn\u2019t mean useful information is easy to find. A renewed focus on ensuring important details about processes and projects is actually documented and available \u2014 perhaps through software \u2014 will cut down on wasted time looking for background material, so employees have what they need to begin.<\/li><li>Provide project management tools that clarify workloads, timeframes, priorities, and tasks. When well-managed, such software provides a powerful guidepost for employees so they can direct their time and energy where needed. It can also help managers spot unmanageable workloads and redistribute tasks to avoid overwhelming employees.<\/li><li><strong>Asynchronous communication.<\/strong> Encouraging slower response times enables people to focus on work that matters. It requires a mindset change: not expecting subordinates to respond urgently to every email. Tools also help \u2014 messaging and collaboration platforms that enable team-wide communication that people can view when they\u2019re available, and also act as a centralised source of truth that keeps everyone on the same page.<\/li><\/ul><\/div><\/div>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>7. Encourage Collaboration (With Fewer Unnecessary Meetings).<\/strong><\/h2>\n\n\n\n<p>\u201cIf you want to go fast, go alone, but if you want to go far, go together.\u201d This African proverb from Martha Goedert encompasses the spirit of team effectiveness.&nbsp;<\/p>\n\n\n\n<p>We\u2019ve explained why creating the right conditions for people to work autonomously helps improve team effectiveness. But workplace productivity isn\u2019t possible without some degree of collaboration among team members. <\/p>\n\n\n\n<p>Collaborating in meaningful ways solidifies our <a href=\"https:\/\/360learning.com\/blog\/why-is-collaboration-important\/\" target=\"_blank\" rel=\"noreferrer noopener\">sense of belonging<\/a> and helps us refine and expand on ideas developed in isolation.<\/p>\n\n\n\n<p>The best way to encourage collaboration is:&nbsp;<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Shared Goals:\u00a0<\/strong>All team members should feel inspired and connected to the company\u2019s overall vision.<\/li><li><strong>Open Communication:\u00a0<\/strong>In the modern working world, cross-functional teams are far more productive than those with strict hierarchies and closed-door policies.\u00a0The uptake and support for tools you introduce to facilitate better communication are also important.<\/li><li><strong>Networking:<\/strong>\u00a0Give people a chance to get to know each other outside transactional exchanges via email, such as targeted team-building activities. Personal relationships make team members feel more comfortable reaching out for help and working on tasks together.\u00a0<\/li><\/ul><\/div><\/div>\n\n\n\n<p>People who actively contribute to a greater vision will contribute more meaningfully. Consider having your company vision in view in the workplace as a reminder to employees.<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>When collaboration lacks purpose, productivity suffers.<\/span><\/div><\/div>\n\n\n\n<p>A prime example of poor collaboration is ineffective meetings. We\u2019ve all suffered through meetings and thought, \u201cThis could have been an email.\u201d Such meetings significantly&nbsp;<a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/arielle.com.au\/how-to-motivate-employees-as-a-manager\/\">lower productivity and motivation<\/a>.<\/p>\n\n\n\n<p>Even just one hour in an unnecessary or draining team meeting can interrupt the flow of a person\u2019s day and reduce their ability to focus and produce quality work.<\/p>\n\n\n\n<p>Ways to avoid meetings that prevent people from performing:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Don\u2019t<\/strong> schedule a meeting where other forms of communication will be easier for the group to digest information at their leisure (e.g., via email, or by recording your thoughts via video).<\/li><li><strong>Don\u2019t<\/strong> keep recurrent meetings without knowing there are specific agenda items that need to be addressed, and being certain they require face-to-face interaction.<\/li><li><strong>Even<\/strong> if matters require talking through, try to minimise time spent in the meeting by requiring people to read and share thoughts or questions in writing first (so you know they\u2019ve considered the topic in advance).<\/li><li><strong>Only<\/strong> ever invite the people who genuinely need to be there. Including people with no control over a decision merely wastes their time.<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Expert Tip.<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Reserve meetings for bigger projects and strategic conversations. Don\u2019t set an appointment if you can communicate concisely with those people in the office or on a call.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<p>When you do hold meetings, focus on the following:&nbsp;<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Run them effectively.<\/strong>\u00a0Have a clear agenda, actionable items, and deliverables. Click\u00a0<a href=\"https:\/\/au.indeed.com\/career-advice\/career-development\/how-to-write-a-meeting-agenda\" target=\"_blank\" rel=\"noreferrer noopener\">here<\/a>\u00a0for a template you can edit.\u00a0<\/li><li><strong>Meetings must start\u00a0<\/strong>and end on time; respect your team\u2019s time and tasks.\u00a0<\/li><li><strong>Avoid stacking meetings<\/strong>\u00a0back to back. You want to ensure everyone is fresh and alert when attending.<\/li><\/ul><\/div><\/div>\n\n\n\n<p><strong>(Related:&nbsp;<a href=\"https:\/\/arielle.com.au\/leadership-western-eastern-cultures\/\" target=\"_blank\" rel=\"noreferrer noopener\">7 Rules For Western Executives Leading Teams In Eastern Cultures<\/a>).<\/strong><\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>8. Recognise Every Success.<\/strong><\/h2>\n\n\n\n<p>Having leadership skills, you\u2019ll be accustomed to planning ahead and constantly pushing the team forward. However, they can also mean you easily overlook wins because you are too focused on setting new goals.<\/p>\n\n\n\n<p>Celebrating successes is essential. Acknowledge the team\u2019s performance and take respite before pushing for the next achievement.<br><br>You can celebrate by:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Celebration:<\/strong>\u00a0Ensure employees feel their commitment and performance have not gone unnoticed. You can <a href=\"https:\/\/arielle.com.au\/employee-recognition-programs\/\">read our ideas for recognition programs\u00a0here<\/a>.<\/li><li><strong>Personal awards:\u00a0<\/strong>Take the time to appreciate each team member\u2019s effort privately or publicly, whichever is their preference.\u00a0<\/li><li><strong>Group rewards:<\/strong>\u00a0Celebrate the team performance by treating the office to a celebration \u2013 for example, a lunch party, a meal, an all-expenses-paid trip, or gift bags.<\/li><\/ul><\/div><\/div>\n\n\n\n<p>A celebration is an excellent way to improve team productivity and strengthen cohesion.<\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Final Thoughts About How To Improve Team Performance.<\/strong><\/h2>\n\n\n\n<p>Improving employee engagement involves consistent effort and adjustment from you, the leader. It requires dedication and commitment to enforce your team\u2019s dynamic as one that is respectful, collaborative, and visionary.&nbsp;<\/p>\n\n\n\n<p>You must lead by example and model optimal performance through your behaviour as a team leader.<\/p>\n\n\n\n<p>Implement these seven tips to start seeing significant improvements in team productivity and performance in the coming year, and you\u2019ll be proud to lead a high-performance team.<\/p>\n\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Steven<\/p>\n\n\n\n<div style=\"height:38px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n","protected":false},"excerpt":{"rendered":"<p><span class=\"span-reading-time rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\"> 11<\/span> <span class=\"rt-label rt-postfix\">minutes<\/span><\/span>In a perfect world, your team members would always gel perfectly and work seamlessly together to take your business to<\/p>\n","protected":false},"author":14,"featured_media":81834,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"_uag_custom_page_level_css":"","_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[8,27],"tags":[],"class_list":["post-81597","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","category-leadership-development"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How To Improve Team Performance &amp; Cohesion In 2026<\/title>\n<meta name=\"description\" content=\"Master the art of teamwork by unleashing the full potential of your employees. Learn how to improve your team&#039;s performance in 9 steps.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/arielle.com.au\/how-to-improve-team-performance\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How To Improve Team Performance In 2023\" \/>\n<meta property=\"og:description\" content=\"Successful businesses were able to unleash the potential of employees with these nine effective ways of boosting the team&#039;s performance.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/arielle.com.au\/how-to-improve-team-performance\/\" \/>\n<meta property=\"og:site_name\" content=\"Arielle Executive\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/ArielleExecutive\/\" \/>\n<meta property=\"article:published_time\" content=\"2025-10-01T00:31:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-08T06:16:39+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/01\/how-to-improve-team-performance.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1700\" \/>\n\t<meta property=\"og:image:height\" content=\"957\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Jody McDonald\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:title\" content=\"How To Improve Team Performance In 2023\" \/>\n<meta name=\"twitter:description\" content=\"Successful businesses were able to unleash the potential of employees with these nine effective ways of boosting the team&#039;s performance.\" \/>\n<meta name=\"twitter:creator\" content=\"@arielleexec\" \/>\n<meta name=\"twitter:site\" content=\"@arielleexec\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Jody McDonald\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"14 minutes\" \/>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"How To Improve Team Performance & Cohesion In 2026","description":"Master the art of teamwork by unleashing the full potential of your employees. 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