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How could that be? Taking a risk around your team members seems simple. Psychological safety was far and away the most important of the five dynamics we found - it’s the underpinning of the other four. This is a shortcut to help you figure out where to focus, how to get better, and a way to talk about this concept with your teammates in a structured way. If you answered “yes” to the five questions above, congrats! You’re probably on a high-performing team. Impact of work: Do we fundamentally believe that the work we’re doing matters?.Meaning of work: Are we working on something that is personally important for each of us?.

Structure & clarity: Are goals, roles, and execution plans on our team clear?.

Dependability: Can we count on each other to do high quality work on time?.

Psychological safety: Can we take risks on this team without feeling insecure or embarrassed?.

We learned that there are five key dynamics that set successful teams apart from other teams at Google: Who is on a team matters less than how the team members interact, structure their work, and view their contributions.

We were pretty confident that we'd find the perfect mix of individual traits and skills necessary for a stellar team - take one Rhodes Scholar, two extroverts, one engineer who rocks at AngularJS, and a PhD. Over two years we conducted 200+ interviews with Googlers (our employees) and looked at more than 250 attributes of 180+ active Google teams.

So if we know what makes managers great, why don’t we know what makes a team great?Ī group of us in Google’s People Operations (what we call HR) set out to answer this question using data and rigorous analysis: What makes a Google team effective? We shared our research earlier today with the Associated Press, and we’re sharing the findings here, as well. Whatever you call it, you’re part of one at Google and probably wherever you work: a team. By guest author Julia Rozovsky, Analyst, Google People Operations