Effective team building is an ongoing effort and process, not a one-time event. It requires ongoing effort and strategic investment in your people to build collaboration, trust, and growth for the organization’s long-term success. Yet many leaders struggle with the same question: How do we know if it’s working?
Today, only 43% of workforce members express they have a positive team climate (“team members value one another’s contributions, care about one another’s well-being, and have input into how the team carries out its work). This shocking statistic should be a wake-up call for every business and team leader.
While team building is often perceived as a soft skill like communication or emotional intelligence, what’s frequently overlooked is the importance of measurable outcomes. Without defined metrics and accountability, even the most well-intentioned initiatives risk falling short. Measurement is essential to evaluate the impact of teamwork, align team development with the organization’s strategies, and reinforce desired behaviors.
In this guide, we explore how to measure team-building success in the workplace. We also offer practical tools to help leaders gather meaningful insights and make informed decisions driven by data.
What Makes a Successful Team?
Before measuring success, it’s important to understand what success looks like. When Gallup studied what sets the world’s best teams apart from the rest, they included:
- Manager talent
- Playing to individual strengths
- Meaningful coaching discussions
- Frequency of recognition
- Leadership training
- Setting motivational goals
- Ongoing development
In addition, McKinsey reports that teams that share collective, meaningful visions are almost twice as likely to achieve above-average financial performance.
These characteristics form the foundation of high-functioning teams. CMOE outlines several principles that govern effective teamwork, which can serve as a benchmark for evaluation of team success.
Establishing a Baseline for Team Success
To measure team-building success, you first need a clear understanding of where the team stands today. Defining a baseline creates a reference point that helps track progress over time. It also provides valuable insights into the team’s current dynamics, highlighting strengths to build on and areas that need development.
Start by identifying what success looks like for your specific team. Is the goal to improve efficiencies in the way the team completes its assigned work, enhance collaboration, or strengthen trust?
Consider using a mix of assessment methods, tools and approaches to obtain a full and accurate picture of how the team currently functions. This may include:
- Team surveys completed anonymously
- One-on-one data gathering discussions
- Experiential exercises and team-based simulations designed to provide observational insight
- Project performance reviews
- Communication and collaboration audits
Consider partnering with a trusted team-building expert who you can partner with to determine the right method to obtain a baseline data that will align with your end objectives.
Key Metrics to Measure Team Building Success
To gauge the impact of your team-building efforts, a multifaceted approach is highly recommended but not required. By integrating qualitative insights, quantitative data, and behavioral observations, you can comprehensively assess your team’s growth, identify areas for improvement in team culture, and drive sustained performance.
Qualitative Measures
Informal feedback sessions, facilitated focus groups, direct observation, and one-on-one check-ins can offer valuable insight into how team members see team dynamics. Open-ended questions help surface nuanced feedback that numeric data alone may overlook.
Example
To uncover deeper insights, ask questions such as, “What did you find most helpful, interesting, useful, and relevant in working with the team on this project?” or “How has your communication with others changed since we resolved the process issue?”
Quantitative Metrics
Data points such as team effectiveness scores, engagement scores, productivity metrics, and customer experience scores (internal/external) can help evaluate the long-term impact of team-building programs and efforts.
Example
Improvements in collaboration may correlate with fewer project delays and increased output. A boost in productivity or reduction in project turnaround time by X days can indicate greater team member engagement and clarity around the team’s purpose and direction. Improved retention rates may also signal that the team environment has become more supportive and inclusive.
Behavioral Observations
Look for shifts in team member behavior, such as more active participation in meetings, greater cross-functional collaboration, or improved conflict resolution. These are signs that team-building efforts are taking root.
Example
Team members previously avoided difficult conversations may now address challenges directly and constructively. Or, colleagues from different departments may proactively work together on shared goals, rather than relying solely on leadership for coordination.
Comparison Data and Follow-Up Assessments
It is important to reassess the team over time to track progress. Conduct follow-up pulse surveys or repeat the team assessment method used to capture initial baseline data. This will reveal patterns of progress and identify where progress may be stalled, to sustain efforts and celebrate improvement. This can also reveal where additional adjustments are needed.
Example
If a baseline survey showed low scores in communication effectiveness, a follow-up survey three to six months later can show whether there’s been a meaningful shift. Leaders can then use this insight to reinforce what’s working or recalibrate efforts. Ninety percent of workers say they are more likely “to remain in an organization that seeks out and acts on feedback.”
Common Pitfalls to Avoid
Even the best-intentioned measurement strategies can fall short if not implemented with care. Here are some common mistakes to avoid and what to do instead:
Relying Only on Short-Term Feedback
While initial enthusiasm is a positive sign, the true value of team building lies in long-term behavioral change. Leaders should follow up weeks later to assess whether collaboration, communication, or engagement has improved over the longer term.
Using Generic Metrics
Not every team operates the same way. Applying the same metrics across departments or team types can lead to inaccurate conclusions. Select measures that align with your team’s specific goals. Research from McKinsey discovered that teams that prioritize employee performance metrics achieve 30% greater revenue growth compared to their counterparts.
Failing to Align with Original Objectives
Measurement should always connect back to the goals or objectives. This will make it easier to link, align, and track progress and activity. If your aim was to improve cross-team communication, make sure your evaluation method assesses communication effectiveness.
Overlooking the Team’s Perspectives
Leadership may see progress from a high level, but it’s critical to gather feedback from team members directly involved in the experience to help guide the journey and build a highly effective team.
Leaders should incorporate post-event surveys, interviews, or focus groups to understand how participants experienced the activity. The intention is to evaluate whether it has translated into day-to-day improvement.
Turning Insights into Action
Collecting data is only part of the process. Leaders themselves must also act on what they learn. Begin by analyzing the results to determine what is working well and what is not. Identify patterns in both strengths and potential gap areas.
It is important to share findings with team members. They will feel that they have been able to share their voice and perspective through the data collection process and also understand the full picture of where the team’s health is at and where it can continue to improve. When individuals see that their feedback leads to change, they will be motivated to continue to impact that change.
Finally, use insights to refine future team-building strategies. Revisit baseline metrics and update goals accordingly. Reinforce successful behaviors by embedding them into everyday routines, meetings, and leadership practices.
For tips on how to coach for long-term growth, review effective coaching strategies for team success.
Build a Stronger Team with CMOE
Measuring team-building success is both an art and a science. By establishing a clear baseline, choosing the right metrics, and avoiding common pitfalls, leaders can gain valuable insights that support continuous improvements in the organization.
At CMOE, we help organizations design and implement impactful team-building experiences that align with strategic goals and deliver results. Our solutions are backed by research, shaped by decades of experience, and tailored to your team’s unique needs.
Learn more about CMOE’s Teamwork Services and discover how we can help your team thrive.
