Do you really know your team-or just work with them?
Introduction
Getting to know your team isn’t about an icebreaker or a cooking class—it’s how you build the conditions for real performance. The teams that thrive are the ones that intentionally invest time in understanding who’s around them: how people think, what motivates them, what they need to do their best work. These aren’t “extra” conversations. They’re the foundation for trust, collaboration, and speed.
What we often see
Most teams say they value connection, but their actions tell a different story. “Team building” often happens outside of the work—a one-off event, a dinner at a big table, or a fun activity meant to build connection. These can help people feel more comfortable, but they don’t always translate into stronger day-to-day collaboration.
We see this pattern repeatedly:
Team connection is treated as separate from the work itself. The activities are meaningful in the moment, but the learning doesn’t transfer into how people communicate, solve problems, work through conflict, or make decisions together.
Leaders rely on informal chemistry instead of structured connection. Teams hope that working side-by-side will naturally create understanding but without intention, those connections remain shallow.
Teams skip the step of understanding each other’s working preferences and rhythms. The result: good people misfire, duplicate effort, or avoid necessary conflict because they don’t yet trust the system or each other.
Outside-of-work bonding can create positive energy. But it’s not a sustainable, living, embedded practice. Knowing your team has to be something you build into how you work every day.
A different way
So what if you designed “getting to know your team” not as a one-time exercise, but as an operating habit? Here’s how to start:
1. Start with understanding where your team is right now
Before jumping into activities, pause to assess what your team needs most. Are you kicking off a new team? Transitioning under a new leader? Or simply ready to experiment with small ways to strengthen connection? Knowing your starting point helps you choose the right level of depth and time investment. A team that’s just forming needs different kinds of conversations than one that’s been together for years but wants to refresh how it collaborates.
2. Select the right place to start
Not every “get to know you” moment needs to be big or emotional. Use short, light-touch activities in your regular flow, like a 5-minute check-in at the start of a meeting, to build rhythm. When you have more space, go deeper. The Getting to Know Your Team Guide provides both options—from quick connection rounds like “One Word Check-In” or “Emoji Weather Reports,” to one-hour sessions like “Core Values” or “Superpowers and Inner Villains” that reveal deeper insights.
Choose based on your team’s energy, maturity, and availability. If the group is tired or under pressure, go small and quick. If they’re ready for reflection, choose a session that helps them explore their values, motivations, and working styles.
3. Frame the “why” behind the practice
People engage more deeply when they understand the purpose. Set the context: “We’re doing this to strengthen how we work together, not just to get to know each other.” Connect the activity to your team charter, goals, or current challenges. For example, if you’re transitioning to a new development phase, link the exercise to how people want to show up as collaborators and work through the unknowns. Framing the “why” signals that connection isn’t fluff—it’s a strategic enabler.
4. Embed it into your rhythm of work
Sustainable connection happens when you make it a habit. Build it into existing structures:
Start meetings with a quick human check-in before diving into work.
Dedicate a few minutes in retrospectives to reflect on team dynamics, not just delivery.
Rotate who leads the connection moment, so it’s owned by everyone, not just the leader.
Adapt to your environment—use asynchronous channels for remote teams, short check-ins for virtual meetings, and occasional deeper sessions when you’re face-to-face.
Over time, these small, consistent practices become part of how your team collaborates. You’ll notice faster trust, more open dialogue, and fewer misunderstandings about how people prefer to work.
The Impact
When you invest in knowing your team—not just their roles but who they are as humans—the payoff is measurable. You’ll see:
Stronger psychological safety. People speak up earlier, ask for help, and raise risks without fear.
Higher engagement. Team members feel seen as individuals, which fuels ownership and creativity.
Faster collaboration. When people understand how their teammates operate, coordination becomes frictionless and they help each other succeed beyond their roles.
Sustained connection. Small, consistent habits build a culture of belonging that outlasts any single event.
Knowing your team isn’t an extra—it’s how high-performing teams work at the speed of science!
What about you
Take a moment to reflect:
How well do you really know the people you work with?
When was the last time your team talked about how you work together, not just what you’re working on?
What’s one small experiment you could start this week—a 5-minute check-in, a photo prompt, or a story round—to build connection into your team’s daily rhythm?
We’d love to hear your reflections. And if you notice opportunities to improve the way your team works, let’s talk. Plumtree is here to help you and your team work at the speed of science.
