Teamwork that Works: Turning Everyday Habits into a High-Performance Culture

As more teams return to the workplace — or settle into hybrid environments — strong teamwork is not just a “nice to have” anymore; it’s the foundation for organizational success and well-being. But what exactly makes a team work? Recent research shows it’s less about grand strategies and more about the small, everyday habits that either help teams thrive or quietly hold them back.

Two studies — one by U.K.-based Strengthscope and another Canadian-focused report by Canada Life and Workplace Strategies for Mental Health — shed light on what really drives (or derails) team performance.

The Power (and Pitfalls) of Habit

According to Strengthscope’s study of over 1,500 employees across global businesses, teams generally excel at building trust. Team members often feel safe sharing ideas and supporting one another. That’s good news — trust and psychological safety are the bedrock of collaboration.

But here’s the catch: trust alone isn’t enough. Many teams hesitate to give constructive feedback or hold each other accountable. Without those key “stretch habits,” teams risk stagnation.

Why the hesitation? Fear of conflict or damaging relationships can stop people from giving feedback that might actually help their colleagues grow. Paul Brewerton, founder of Strengthscope, puts it this way: “The everyday practices of a team can either propel them to success or hinder their effectiveness.” In other words, being nice isn’t the same as being effective.

The Canadian Snapshot: Respect, But Room to Grow

Closer to home, Canada Life’s 2023 survey of 5,500 workers adds important context. The good news? Many teams in Canada report respectful and inclusive interactions. But cracks appear when it comes to emotional safety, accountability, and open expression.

• One in four employees say they don’t feel comfortable being themselves at work.

• A third don’t feel safe speaking up or disagreeing with teammates.

• Only two-thirds feel that all team members are consistently held accountable.

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1. Tony Case, “How the best (and worst) habits of your people impact teamwork,” *WorkLife*, March 27, 2025.
2. Mental Health Research Canada, Canada Life, and Workplace Strategies for Mental Health, *Teamwork in the Workplace*

These gaps are even more pronounced among marginalized groups, such as 2SLGBTQIA+ employees and those with mental health conditions, who report feeling less safe, less valued, and less able to reach out for help.

Turning Insight Into Action: What Can Organizations Do?

Here’s how you can help your teams move from good to great:

✅ Normalize Feedback: Encourage a culture where feedback is seen as a gift, not a critique. Create rituals — like retrospectives or check-ins — that build muscle memory around giving and receiving input.

✅ Build in Accountability: Shift the mindset from blame to shared goals. Make it clear that accountability supports success, not punishment.

✅ Prioritize Psychological Safety: Ensure everyone, especially those from underrepresented groups, feels valued and safe. This might mean additional training for managers or offering anonymous feedback options.

✅ Check Your Data: Use pulse surveys or engagement tools to gather regular feedback — not just annually. Look for patterns in who speaks up, who feels heard, and who’s being left out.

✅ Lead With Clarity: High-performing teams have clear roles, defined goals, and a shared sense of purpose. Don’t assume everyone’s on the same page — check in often.

Let’s Rethink What Teamwork Looks Like

Great teamwork isn’t about flawless harmony. It’s about creating space for healthy tension, honest conversations, and continuous growth. It’s about building a team where everyone feels seen, heard, and accountable.

Because when teams get the small things right — the daily habits, the feedback loops, the mutual respect — they don’t just function. They flourish.

Need help building stronger, healthier teams? Connect with Link HR to explore custom training and culture support that empowers your people to work better — together.

Read more at:

WorkLife Article

Mental Health Research Canada Article