Why Your New Team Isn’t Clicking—And What To Do About It

by Holly Mandel

We recently worked with a team that looked cohesive on paper: a mix of remote new hires and in-office veterans across three different headquarters. But behind the scenes, it was clear this group hadn’t had the time—or the opportunity—to truly connect.

And it was starting to show.

There was hesitation in sharing information. A lack of trust. People weren’t stepping in to support one another. And no surprise—many of them had barely interacted beyond Slack messages or weekly meetings. They were technically a team, but they didn’t feel like one.

One of the biggest mistakes companies make is assuming people will “just figure out how to work together.”

They won’t—at least not in the way you hope. In-office employees may sit near each other, but proximity doesn’t equal connection. Most people are heads down, focused on their deliverables. And after-work drinks or casual coffee chats, while nice, often leave out remote teammates or simply don’t create the depth of interaction needed to build real trust. Teams need dedicated, inclusive, and structured opportunities to break out of routines and engage in ways that foster understanding, support, and collaboration.

That’s where we came in.

We designed and led a 2.5-hour interactive workshop for their 40-person group. It was energizing, experiential, and a major shift from the siloed nature of their day-to-day work. More than just a chance to have fun, the session gave them an opportunity to reset. To experience working together as a real team—not just in theory, but in action. They practiced trust, listened in new ways, collaborated under pressure, and shared moments of laughter and insight. It helped bond the group and reminded everyone that connection is a skill, not a given. They walked away with tools to strengthen relationships, communicate more effectively, and sustain that sense of camaraderie long after the session ended.

The results were clear. Post-workshop surveys showed a measurable boost in engagement and communication. People felt seen. Heard. And more willing to lean on each other. One participant said,

“I finally feel like I know who I’m working with.”

This isn’t a nice-to-have. It’s essential. Especially in today’s hybrid and distributed workplaces.

According to MIT Sloan, psychologically safe teams are up to 12 times more likely to be high performing. Research based on Tuckman’s team development model shows that teams go through natural phases—forming, storming, norming, and performing—and rushing past these early stages often leads to disconnection or dysfunction.

And Gallup reports that only 30% of U.S. employees strongly agree that their coworkers are committed to quality work—a number that increases significantly when trust and connection are high.

Telling people to "act like one team" isn’t enough. You have to create experiences that let them feel like one.

Because real teams aren’t built by accident. They’re built through intention, interaction, and a willingness to prioritize human connection.