According to our latest Diversity report, 82% of senior IT leaders are planning to expand their teams and 44% are expecting significant growth within the next 12 months. There’s no doubt that growth is a huge priority in the current landscape.
But expanding teams must be done strategically to ensure that they are high-performing, cost-effective, and fully aligned with both current and future business needs.
This article looks at the factors employers should consider when designing a hiring strategy that builds high performance teams.
> Balancing experienced and emerging talent
High-performance teams thrive on the right blend of experienced professionals and emerging talent. This balance ensures the team can deliver on current priorities while staying adaptable for future challenges.
Emerging talent brings fresh energy, enthusiasm, and a willingness to learn. They’re often more cost-effective and quick to adopt new approaches, making them ideal for addressing immediate tasks while growing into future leaders. On the other hand, experienced professionals offer advanced technical skills, strategic insight, and mentorship. Their expertise not only drives complex projects but also accelerates the development of junior colleagues, fostering a culture of continuous growth.
To build a high-performance team, leaders must assess their current talent structure to identify gaps. This analysis helps determine the optimal mix of emerging and senior talent needed to meet organisational goals while ensuring a healthy talent pipeline for the future.
> Building a learning culture
As technology advances rapidly, it is critical to instil a culture of continuous learning across all levels of an organisation. By promoting lifelong learning from the onboarding process onwards, leaders can foster an environment where innovation thrives.
A learning-driven culture empowers employees to actively update their skills, making it easier for teams to pivot when new tools or processes emerge. Leaders should encourage both new hires and seasoned employees to seek growth, from upskilling programmes to cross-departmental projects that stretch their capabilities.
There are many ways that organisations can encourage a learning culture, including but not limited to:
Provide feedback
Foster a feedback-rich culture where constructive feedback is frequent, specific and focused on growth. Feedback should guide team members on how to improve and encourage their development.
Incorporate learning into work
Embed learning opportunities into daily activities. For instance, offer stretch assignments, cross-departmental projects or job rotations to expose employees to new challenges and skills.
Foster a growth mindset
Promote the belief that abilities can be developed through effort. Encourage team members to view challenges as opportunities for growth rather than obstacles.
Lead by example
Leaders should model a commitment to learning by sharing their own growth journeys, attending training and seeking feedback. When leaders demonstrate that learning is valued, it encourages the team to do the same.
Create a supportive environment
Create an atmosphere where team members feel safe to experiment, make mistakes and learn from them. Psychological safety enables employees to take risks, share ideas and embrace continuous improvement without fear of judgement or failure.
> Prioritising both technical and soft skills
When building a high performance team, technical expertise alone does not guarantee success. Soft skills, such as collaboration, communication, and adaptability are equally vital, enabling teams to work together effectively.
Technical skills can be assessed during the interview process by:
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Asking skill specific questions.
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Including technical tasks in the interview, such as coding challenges or data analysis.
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Work samples or portfolio reviews.
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Questions with a technical focus, such as “tell me about a technically challenging project that you worked on, how did you approach it?”
Evaluating soft skills during the hiring process can be challenging, but the interview process provides an ideal opportunity.
Ways to assess soft skills can include:
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Asking behavioural questions, “tell me about a time you handled conflict in the workplace?”
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Asking situational questions, “what would you do if a project deadline was at risk due to a team member’s delay?”
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Pay attention to how the candidate articulates their thoughts and responds to questions to assess their communication skills.
Balancing technical acumen with soft skills helps organisations build teams that are not only skilled but also cohesive and adaptable, driving higher performance and engagement.
> Prioritising diversity and inclusion
Diversity is more than a checkbox; it’s a catalyst for creativity and problem-solving. According to our report, 48% of organisations see diversity as a key driver for innovation, and for good reason.
When teams are diverse, they bring a variety of perspectives that challenge conventional thinking, leading to more creative solutions. This diversity fosters better decision-making, as problems are examined from multiple angles, making it easier to uncover innovative answers.
However, many traditional job requirements inadvertently limit the talent pool, creating barriers that prevent a wide range of applicants from applying. With 61% of businesses linking diversity initiatives to expanding available talent, it’s clear that rethinking job requirements can open doors to a broader range of candidates, including those from underrepresented backgrounds.
Simple changes such as reducing unnecessary credential requirements or offering flexible work arrangements, can make a significant difference, attracting talent that strengthens the organisation.
> How can mthree help?
We support leaders in building high-performance tech teams through a variety of tailored services.
These include:
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Emerging talent: We offer access to entry-level professionals who are already equipped with the essential skills and tools for success. These graduates bring fresh perspectives and a readiness to learn, allowing them to contribute immediately while growing within the organisation. They are also trained in both technical and soft skills.
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Expert talent: For organisations requiring specialised expertise, we provide access to seasoned professionals who have a deep understanding of industry-specific challenges. Their experience allows them to deliver insights and mentor less-experienced team members, ensuring that teams remain capable of handling both current and future demands.
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Reskill: As technology evolves, reskilling is essential for sustaining a future-ready workforce. We offer reskilling programmes that enable existing employees to transition into new roles, whether they need to learn a new programming language or gain skills in emerging fields like artificial intelligence.
To provide you with the best chance of success, we’ll learn about your technical, functional and cultural needs to ensure a perfect fit. Our team will then tap into our pool of vetted expert and emerging talent, train them up with the skills that your business needs and deploy them to your site. To strengthen your organisation even further, we can reskill your current employees to expand their skill set or help them transition into new roles.
By letting us take the lead, there’s less risk for you. We can alleviate the financial pressure of hiring decisions, ensure that talent has the skills required for your specific organisation and take on the responsibility of any ongoing learning. It’s a win-win situation.
Find out more about how we can help your organisation today.
