5 Research-Backed Ways to Build High-Performing, Connected Teams at Work
I was planning to leave this part of my career, but I stayed on way longer than I thought I would.
The reason? My team. The other teachers in the staffroom. We had jokes when the mood needed lifting. The kind of gallows humour you get when you’re in the front line. We went out together after work. One night getting aching calves with salsa dancing. Another night it was noodles and drinks. And another shouting out support from below at the rock-climbing wall. We went to each other’s weddings, birthdays, and weekend brunches. We call each other at Christmas, even now, almost 20 years later. If I had an issue, they knew it just by the tone of my voice or the way I entered the room. They stayed with me through it. And, though I never needed it, I know they would have escalated my issues to get me the help I would need.
The job itself? I’d outgrown it years before. In my mind I was transitioning from teaching to supporting health science students, to starting my own business in health and wellbeing training and coaching. The one thing that made me delay those plans, was that I felt so connected to the team I was working with, that I found it almost impossible to leave.
When it comes to bringing teams closer together, it’s important to remember that connection, just like that ancient Italian city, isn’t built in a day.
We’re not looking for a single event that suddenly transforms team dynamics. Usually, trust and genuine connection take time to grow -just like in friendship.
Think about how long it takes to feel comfortable enough with someone to share something personal. Now, work is a different ballgame - but the human experience of in-person interaction remains. The big difference? At work, we’re not building connection in a relaxed setting. We’re doing it under pressure: deadlines, awkward meetings, customer complaints, performance reviews, and competing priorities.
We also have to consider who’s showing up to those interactions. Everyone carries their own internal set of beliefs, habits, expectations, and personalities. You might not naturally “click” with every colleague, and that’s completely normal.
But before we dive into how to strengthen team connection, let’s explore why it matters.
Why does team connection matter?
Sure, connection sounds nice on paper - and it’s a great way to improve employee engagement. But there’s a lot more to it than that.
Strong team connection is linked to:
1. Higher engagement
Engaged employees are more productive, more motivated, and more committed to their work. According to Gallup’s 2023 State of the Global Workplace report, business units in the top quartile for engagement are 23% more profitable and 18% more productive than those in the bottom quartile (Gallup, 2023).
2. More psychological safety
Psychological safety - feeling safe to speak up, ask questions, and admit mistakes without fear - is the foundation of innovation and learning. Teams with higher psychological safety are more likely to report errors, learn faster, and adapt more effectively, and also far less likely to quiet quit, with 75% of people saying their boss is the most stressful part of their job (Harvard Business Review, 2022).
3. Lower psychosocial risk
When people are connected, they’re more likely to raise concerns early - before they escalate into burnout, conflict, or mental health issues. In connected teams, psychosocial risks are noticed and buffered earlier, contributing to a safer and healthier workplace. Regular investment in positive and connected workplaces is one way to help prevent psychosocial hazards from escalating (Safe Work Australia - Managing Psychosocial Hazards).
4. Built-in support
Strong connection means people look out for one another. They notice when someone’s struggling, and while they may not be responsible for managing another person’s wellbeing, they can alert a manager or encourage the person to seek help. This kind of early intervention can prevent issues from snowballing and reduce the likelihood of extended leave or crisis points.
So how do we build connection within teams?
There’s no one-size-fits-all approach, but here are a few evidence-based ways to foster stronger connection in a short space of time:
1. Create shared language
When teams share a common language—around values, wellbeing, check-ins, or culture—it becomes easier to connect. Consider creating a manager’s guide that includes key phrases, reflective prompts, and inclusive communication tips. Use them regularly in one-on-ones, group chats, and team meetings. Over time, this creates consistency, psychological safety, and cohesion.
👉 Example: Using language like “What’s one small win this week?” or “What support looks helpful right now?” in regular check-ins builds trust and openness.
2. Self-awareness starts with the leader
Leaders set the emotional tone. If your energy is low, your performance, connection, and ability to motivate others will also suffer. This isn’t about faking positivity—it’s about showing up as the best version of yourself for your team.
That might mean taking a short break, prioritising rest, eating well, or learning to check in with your emotional state before walking into a room. Leaders who model self-care, acknowledge stress, and speak up when things aren’t going well send a powerful message: it’s okay to be human here. Research from the Centre for Creative Leadership shows that emotionally intelligent leaders create higher-performing, more resilient teams (Centre for Creative Leadership, 2025).
3. Celebrate differences
Real connection happens when people feel accepted for who they are. This means moving beyond awareness days into genuine, inclusive practices.
Try this: once a week, invite a team member to share something meaningful—a family tradition, a cultural story, a hobby, or a favourite recipe. It builds empathy, normalises difference, and validates each person’s identity.
Deloitte’s 2020 report on Diversity and Inclusion found that inclusive cultures are six times more likely to be innovative and twice as likely to meet or exceed financial targets (Deloitte, 2018).
4. interest-based connections
It doesn’t take much to build community. A Slack channel for dog lovers, a lunchtime walking group, or a monthly cooking club can provide low-pressure ways for people to bond.
These small, non-work-related touchpoints can create a sense of belonging and reduce stress—especially for remote or hybrid teams who may not get the chance to casually connect during the day. One UK study found that employees who feel a sense of belonging at work are 50% less likely to leave and report 56% better performance (BetterUp, 2019).
5. Mind-body connection & co-regulation
Here’s where science gets fascinating. Your nervous system isn’t just yours—it interacts with others. Co-regulation is the process by which one person’s nervous system helps regulate another’s. This is why a calm presence can help settle a stressed colleague.
You’ve likely seen it in parenting—an upset child is soothed by an adult’s calm voice and steady body language. But it applies to adults too. Your presence matters. Leaders who bring calm, grounded energy can help teams stay balanced - even in high-pressure environments. Dr. Stephen Porges’ Polyvagal Theory highlights how our autonomic nervous system picks up safety cues from those around us—often nonverbally. More on this here
This list isn’t exhaustive - but it’s a great starting point. Building connection doesn’t mean adding extra tasks to your team’s already full plate. It’s about embedding small, meaningful practices into your everyday work.
Connection doesn’t just feel good - it improves performance, buffers risk, and builds stronger, safer teams. And like all good relationships, it starts with intention.
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