Why connected teams are the highest performing, according to science
The secret to a more effective workforce might not lie in the typical corporate playbook, but rather in scientific evidence: Well-connected teams are proven to be the highest performing.
Research consistently shows that teams whose members share a deep sense of connection, belonging, and trust outperform those who do not.
These ‘connections’ go beyond simply getting along with coworkers; they tap into what drives us as human beings. This article explores why connected teams outperform others and offers practical tips for cultivating meaningful bonds among employees to boost overall company performance.
TL,DR:
Connected teams, built on trust and a strong sense of belonging, consistently outperform others. Research shows that employees who feel valued and supported are more engaged, motivated, and productive. Strong connections within teams foster psychological safety, reduce burnout, and improve collaboration. To build such teams, organizations can encourage open communication, promote team-building, recognize collective efforts, foster inclusivity, and support employee well-being. As workplaces evolve, prioritizing team connection is key to driving long-term success.
The science behind connection and performance
Humans are social by nature. We thrive on connection, whether in our personal lives or at work. When employees feel connected to their teams, the benefits are profound and measurable. According to a study by BetterUp, employees who feel a strong sense of belonging experience a 56% increase in job performance, a 50% reduction in turnover risk, and a 75% decrease in sick days. These numbers highlight how powerful social connections can be, not just for individual well-being, but for the overall success of an organization.
But what does it really mean to be “connected” at work? It’s more than just being friendly with colleagues. True connection in the workplace is about feeling valued, supported, and understood by your peers and supervisors. It’s about being part of a team where communication flows freely, trust is high, and everyone is pulling in the same direction.
How connection fuels motivation and engagement
Sustainable motivation is a key driver of performance. In order to keep our work motivation high for the long run, we must regularly experience a range of emotions—not just those related to achievement and personal effectiveness, but also those tied to warmth, belonging, empathy, and purpose. Social relationships amplify these positive emotions, leading to greater engagement and productivity.
A study found that employees who are strongly connected are 75 times more likely to be fully engaged at work compared to those who are not. This level of engagement means that employees aren’t just showing up—they’re bringing their best selves to work every day. Engaged employees are more creative, more resilient, and more willing to go the extra mile to achieve their goals.
Connection also fuels a sense of purpose. When employees feel they are part of something bigger than themselves, their motivation extends beyond personal success. They become invested in the success of the team and the organization as a whole, which can lead to remarkable improvements in performance.
The role of trust and psychological safety
At the heart of any connected team is trust. Without it, even the most talented teams can struggle. Trust allows team members to take risks, share ideas, and collaborate without fear of judgment. This creates an environment of psychological safety, which is crucial for innovation and problem-solving.
Studies have shown that members of high-trust teams report 50% higher productivity and 76% more engagement than those in low-trust teams. Additionally, when employees feel psychologically safe, they are 74% less likely to experience stress and 57% more likely to collaborate with their peers. These figures underscore just how vital trust and safety are to a team’s success.
Connection as a buffer against burnout
Burnout is a growing concern in today’s workplaces, but social connection can play a key role in preventing it. The emotional support that comes from being part of a connected team acts as a buffer against the stress and pressures of work. When employees feel they have a support system, they are better equipped to manage their workload and maintain a healthy work-life balance.
On the flip side, a lack of social support is a major trigger for burnout. Research published in the Journal of Occupational Health Psychology found that employees without social support at work were more likely to experience burnout. Strong social connections, however, were shown to help reduce stress and prevent burnout, making them essential to employee well-being.
Practical strategies for building connected teams
Building connected teams doesn’t happen by accident—it takes deliberate effort from both leadership and employees. Here are some effective strategies for unlocking connections within organizations:
1. Encourage open communication
Open communication is the bedrock of connection. Encourage team members to share their thoughts, ideas, and concerns openly. Regular team meetings, one-on-one check-ins, and an open-door policy can help foster this kind of environment. Leaders should also model open communication by being transparent and approachable.
2. Promote team-building activities
Thoughtful and well-planned team-building activities are an excellent way to strengthen bonds between employees. Whether through workshops, retreats, or social events, these activities provide opportunities for team members to connect personally, which can translate into better collaboration and trust at work.
3. Recognize and reward team efforts
Recognition is a powerful motivator. When team members feel their contributions are valued and appreciated, they are more likely to stay engaged and committed to their work. Implementing a recognition program that highlights both individual achievements and team efforts can significantly boost morale and connection.
4. Foster inclusivity and belonging
Inclusivity is key to creating a sense of belonging within teams. Ensure that all employees, regardless of their background or role, feel they are an integral part of the team. This can be achieved through diversity and inclusion initiatives and by creating a culture where differences are celebrated and valued.
5. Support employee well-being
Well-being and connection go hand in hand. Support your employees’ well-being by offering resources and programs that address both their physical and mental health. This could include wellness programs, mental health days, and access to counseling services. When employees feel that their well-being is a priority, they are more likely to stay connected and engaged at work.
The future of work: prioritizing connection
A well-connected team is no longer simply a nice employee perk or a corporate luxury. More and more, meaningful connection among team members is vital to growth and success.
As workplace culture continues to evolve toward hybrid and remote models, it’s more important than ever for organizations to prioritize building and maintaining well-connected teams. By doing so, they not only enhance performance and productivity, but also create a work environment where employees feel valued, supported, and motivated to succeed.
The science is clear: connected teams are high-performing teams. By fostering a sense of connection, belonging, and trust, organizations can better unlock the full potential of each employee while driving sustained success.
