What Makes a Great Team? The 6 Pillars of Team Culture

“The strength of the team is each individual member. The strength of each member is the team.” – Phil Jackson

In today’s workplace, success isn't built by rockstar individuals working in isolation—it’s shaped by teams. Cross-functional teams. Remote teams. Project teams. The teams that ship products, serve customers, and move companies forward.

And yet, while we put people into teams constantly, we rarely equip them with what they need to thrive together. Great teams don’t just happen—they’re designed, nurtured, and supported.

So what actually makes a team great?

After working with hundreds of organizations and HR leaders, we’ve identified six core pillars that show up again and again inside truly healthy, high-performing teams.

1. Trust

Without trust, teams fall apart. Trust creates safety, honesty, and speed. It allows team members to speak up, admit mistakes, and challenge ideas without fear of judgment.

2. Psychological Safety

Beyond trust, this is about making everyone feel safe to contribute. It’s where voices are heard—especially the quiet ones—and differences are welcomed.

3. Clarity of Roles and Goals

Great teams know what they’re doing and why it matters. Each member understands their responsibilities and how their work fits into the big picture.

4. Recognition and Appreciation

Teams thrive when people feel valued. Recognition—both formal and informal—boosts morale, loyalty, and motivation.

5. Healthy Conflict and Communication

Disagreements aren’t bad. In fact, they’re a sign that people care. Great teams know how to engage in conflict constructively and communicate openly.

6. Shared Rituals and Culture

Culture lives in the little things: weekly check-ins, shout-outs, Slack emojis, team traditions. These shared experiences create belonging and identity.

What to Expect Next

Over the coming weeks in our “Inside Great Teams” series, we’ll explore each of these pillars in depth—starting with Trust.

We’ll dig into real examples, proven practices, and how HR and operations leaders can use tools (like the one we’re building) to support stronger, more connected teams.

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Let’s build great teams—on purpose.