Are We Quietly Undermining Team Performance?

Over the past quarter, I have been sharing a series of posts on high-performing teams: what drives them, what derails them, and why they matter more than ever in today’s transformation landscape.

As part of that series, I ran a poll to take the pulse on something that has been on my mind: Are structured team-building activities still a priority in organisations today?

The responses were surprising, and a little concerning.

A significant number of people said that team-building activities have decreased significantly in their organisations.

Let that sink in.

At a time when transformation is business-as-usual, and when success depends more than ever on collaboration, trust, and agility, teams are receiving less investment, not more.

Why This Matters Deeply to Me

I am passionate about inspiring high-performing teams because people are at the heart of transformation and project success.

No matter how strong the strategy or how well-designed the process, it is the energy, collaboration, and commitment of teams that determine the outcome. I have seen it again and again in my 25+ years of leading transformation efforts: high-performing teams are what turn complexity into progress, and vision into value.

In the past, structured team-building activities were viewed as essential. They helped build trust, improve communication, and create alignment, critical ingredients for navigating complexity and change.

But now? I am seeing fewer and fewer of them.

Could This Be Why?

Maybe it is budget constraints.
Maybe it is the shift to hybrid or remote work.
Maybe it is simply that team-building has slipped down the priority list.

Whatever the reason, it is worth pausing to ask: what are we losing when we stop investing in our teams?

Speaking from Experience

When I was a Head of Change, I faced the very real challenge of navigating complex team dynamics in a high-pressure environment, with a newly formed team and expectations from my manager running high.

The reality? Support was minimal. There was no dedicated budget for team-building, no structured guidance on how to strengthen cohesion or build trust. My conversations asking HR to help were left answered. I was left to figure it out on my own.

And to be honest, it did not end well.

That experience stayed with me. I often reflected on what I could have done differently, what support might have made the difference. Since then, I have invested time in researching what drives high-performing teams, learning from behavioural science, team coaching, and organisational psychology. I have met brilliant experts, documented strategies that work in the field, and built practical tools leaders can actually use.

Today, I would approach my situation very differently.

That is why I have deep empathy for Heads of Change and transformation leaders who are navigating similar challenges with their teams now. You are expected to deliver results through your teams, but often without the investment, tools, or support required to truly empower them.

You are not alone, and support is possible.

The Real Cost of Neglecting Teams

Let me be clear: investing in team-building activities is not about “nice to have” away days or feel-good events.

When we deprioritise team-building, we risk:

Weaker collaboration. Silos creep in. Misunderstandings grow.
Eroded trust. Teams feel less seen, less connected.
Lower performance. Morale dips. Momentum fades. Burnout rises.

Team-building, when done well, is a strategic lever for performance, not a social event.

It nurtures psychological safety. It strengthens alignment. It creates the space where innovation and resilience can thrive.

So, What Now?

If your organisation has quietly stepped back from investing in team building, ask yourself:

What are we doing to maintain trust and connection?
How are we recognising effort and encouraging collaboration?
Are our teams simply functioning, or truly performing?

The good news? You can still take meaningful action.

Even with limited resources, there are simple but powerful ways to strengthen team connection, motivation, and performance.

Here are a few examples I have seen work well:

Small, intentional moments of recognition: A handwritten thank-you note from a leader, a quick shout-out in a team meeting, or a ‘win of the week’ ritual can go a long way in making people feel seen.
Opportunities for peer appreciation: Create space for team members to recognise each other, whether it’s a shared kudos board, a peer-nominated spotlight, or a monthly ‘gratitude circle’.
Team reflection after key milestones: After a major delivery or sprint, set aside time for a debrief. Ask: What did we learn? What are we proud of? What would we do differently next time? These sessions not only improve outcomes, they build trust and accountability.
Light-touch team rituals: A weekly virtual coffee break, a rotating “team DJ” for playlists, or a 15-minute Friday “wins and lessons” call, these moments help maintain human connection, especially in hybrid teams.
Micro-rewards: Offering learning opportunities, project exposure, or small tokens of appreciation (like lunch vouchers or extra break time) can be just as meaningful as large-scale events.

None of these require a big budget, but they do require intention, consistency, and care.

These are not expensive, and they are powerful.

💬 So, what about you? What are you doing with your teams right now? Have you found creative ways to keep people connected, motivated, and performing? Let’s learn from one another, drop your ideas, practices, or challenges in the comments.

Our teams deserve better. Let’s not leave performance to chance.

👉 If you are looking for practical ways to re-energise your team and build sustained performance, me and my partners can help. We support leaders with tailored frameworks, team performance diagnostics and we provide hands-on support to unlock team potential, especially in high-stakes transformation environments.

Get in touch at: info@nexgeninnovationconsulting.com