Staffing Industry Experts Reveal 10 Best Practices for Building High-Performing Teams

Building a high-performing team has become one of the most important priorities for organizations across industries. Whether managing healthcare professionals, logistics teams, technology specialists, manufacturing workers, or event production crews, successful staffing requires more than filling open positions. It involves attracting the right talent, developing skills, improving retention, and creating environments where employees can perform at their best.

To better understand what drives workforce success in 2026, we asked leaders from a variety of industries to share their staffing insights:

Mel Kleiman, President, Humetrics

"The strongest teams are built through hiring discipline. Companies often spend months correcting mistakes that could have been avoided during recruitment."

According to Mel Kleiman of Humetrics, many staffing challenges originate during the hiring process. Organizations frequently prioritize speed over fit, creating long-term performance issues.

Businesses can improve outcomes by clearly defining role requirements, evaluating cultural alignment, and using structured interview processes. For example, a manufacturing company that standardizes hiring criteria may reduce turnover while improving workforce consistency. Better hiring decisions create stronger foundations for team performance.

Silver Grifo, CEO, Audio Visual Nation

"In the audiovisual industry, technical skills matter, but adaptability often determines long-term success. Events change quickly, and staff must be able to respond under pressure."

According to Silver Grifo of Audio Visual Nation, staffing for live events requires balancing technical expertise with problem-solving abilities. AV professionals frequently encounter changing schedules, unexpected challenges, and evolving client needs.

Organizations can strengthen event staffing by cross-training team members and developing contingency plans. For example, technicians trained across audio, video, and staging functions provide greater flexibility during complex productions. Versatile teams often perform more effectively under demanding conditions.

Johnny C. Taylor Jr., President & CEO, SHRM

"Retention starts long before an employee considers leaving. Engagement, development, and communication all influence long-term commitment."

Many organizations focus heavily on recruitment while underinvesting in employee retention. However, replacing experienced employees often costs significantly more than retaining them.

Businesses can improve retention by providing clear career pathways, professional development opportunities, and regular feedback. A logistics company offering advancement programs may strengthen loyalty while improving workforce performance. Employees who see growth opportunities are often more likely to remain engaged.

Pat Wadors, Former Chief People Officer, ServiceNow

"The highest-performing teams are built around trust. Employees perform best when they feel supported, valued, and empowered."

Workplace culture influences productivity, collaboration, and employee satisfaction. Teams that operate in environments with strong trust often achieve better results than those relying solely on management oversight.

Organizations can strengthen trust by encouraging transparency, recognizing contributions, and creating opportunities for collaboration. For example, a technology company implementing regular team discussions and feedback sessions may improve both engagement and performance.

Kris Dunn, CEO, TalentHQ

"Skills-based hiring is becoming increasingly important because traditional qualifications don't always predict future success."

Many businesses continue relying heavily on resumes and credentials. However, practical skills, adaptability, and learning potential often provide better indicators of long-term performance.

Companies can incorporate skills assessments, practical exercises, and real-world problem-solving evaluations into hiring processes. A healthcare provider, for instance, may identify strong candidates by evaluating communication and critical-thinking abilities alongside technical qualifications.

Laurie Ruettimann, Workplace Strategist, Laurie Ruettimann Inc.

"Employee experience influences performance as much as compensation. People stay where they feel respected and supported."

Competitive salaries remain important, but they are not the only factor affecting workforce stability. Employees increasingly value flexibility, recognition, and work-life balance.

Organizations can improve employee experiences through flexible scheduling, wellness initiatives, and meaningful recognition programs. A customer service organization that invests in employee well-being may reduce burnout while improving retention rates.

Josh Bersin, Founder, The Josh Bersin Company

"Learning and development are no longer optional. Organizations that invest in workforce skills gain significant competitive advantages."

Rapid technological change requires employees to continuously adapt. Businesses that prioritize training often experience stronger performance and workforce resilience.

Companies can establish mentorship programs, online learning resources, and structured development plans. For example, a manufacturing company introducing automation technologies may provide training that helps employees adapt successfully. Continuous learning supports both individual and organizational growth.

Raymond Tarpley, Growth Initiatives, University of Maryland Global Campus

High-performing teams in higher education are built through adaptability, collaboration, and a shared commitment to student success. Institutions that empower their teams to respond to changing student needs are often better positioned to create meaningful outcomes.

Academic environments continue to evolve as institutions adapt to new technologies, workforce demands, enrollment trends, and student expectations. Teams that remain flexible and willing to innovate are often more effective at supporting both institutional goals and learner success.

Leaders can encourage adaptability by giving staff the authority to solve problems, collaborate across departments, and identify new opportunities to improve the student experience. For example, a university facing shifts in enrollment patterns may benefit from cross-functional teams that can quickly adjust outreach, support services, and engagement strategies. Empowering employees to think strategically and act proactively helps institutions remain responsive in a rapidly changing educational landscape.

Lou Adler, CEO, Performance-based Hiring Learning Systems

"Performance expectations should be clear from the beginning. Employees perform better when success is clearly defined."

Ambiguous expectations often create confusion and inconsistency. Employees need to understand priorities, responsibilities, and performance standards.

Organizations can improve alignment by establishing measurable objectives and communicating expectations consistently. A sales organization defining clear performance benchmarks may improve accountability while supporting employee development.

Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory

"The best staffing strategies combine technology with human judgment. Automation improves efficiency, but people still drive outcomes."

Technology can support recruiting, onboarding, workforce planning, and performance management. However, successful organizations balance automation with meaningful human interaction.

Businesses can use technology to streamline administrative tasks while allowing managers to focus on coaching and relationship building. For example, a growing company may automate applicant tracking while maintaining personalized candidate communication. Combining efficiency with human connection often produces stronger results.

Frequently Asked Questions

What is the most important factor in building high-performing teams?

Hiring the right people and creating an environment that supports growth, collaboration, and accountability are foundational elements.

How can organizations improve employee retention?

Career development, strong leadership, recognition, and positive workplace experiences all contribute to retention.

Why is skills-based hiring becoming more popular?

Skills-based hiring helps identify candidates who can perform effectively even if they do not follow traditional career paths.

What role does training play in workforce performance?

Training helps employees adapt to changing technologies, improve skills, and contribute more effectively to organizational goals.

Can technology improve staffing outcomes?

Yes. Technology can streamline recruitment, onboarding, and workforce management while supporting better decision-making.