7 Reasons Your High Performers Hate Your Team Building Days
(And what to do about it)
Your high performers are super valuable to you, correct?
When you have a team of them, even better!
However, it’s easy to fall into the trap of punishing the good people with more work.
So you figure a team training day will reward them for all their great work.
Wrong! Well kind of, maybe.
Let’s face it: team-building days are supposed to bring us together, boost morale, and spark creativity. But for many high performers, they can feel like the corporate equivalent of going to the in-laws for lunch. Instead of fostering team spirit, these days can leave your top talent feeling like they’ve just wasted hours that could’ve been spent, you know, actually working.
So, if your last team-building event was met with eye rolls and "sick child" emails, you’re not alone. Here are seven reasons why your high performers may hate the team-building days — and a few ideas on how to fix it.
1. They’re Not Challenging Enough
"Trust falls?" Really? High performers thrive on challenges and purpose. When team-building activities lack depth or feel like “filler” time, it’s no wonder they tune out. A 2021 study from Gallup shows that employees are 3.6 times more likely to be engaged at work when they’re challenged in meaningful ways. So, ditch the shallow icebreakers, and think bigger. Strategy simulations or problem-solving exercises that actually relate to their roles or use translatable skills are more likely to win them over.
2. It Feels Like a Forced Social Hour
Let’s be honest: high performers often have packed schedules, and a "mandatory" team lunch or day out of the office can feel like a drain. With only four percent of executives finding time for meaningful conversations during team-building sessions, maybe it's time to rethink the format. Instead of forced mingling, focus on structured activities that encourage real conversations and valuable communication about the team and their work that goes deeper than the surface.
3. It’s Unclear What the Point Is
Ever sit through an event and wonder, “What was the takeaway?” If high performers don’t see the connection between team-building and real business goals, they’ll likely see it as a waste of time. Be clear about the “why.” Whether it’s improving collaboration on a big project or introducing new ways to tackle challenges, let your team know how this day aligns with both their individual goals and the organisation’s mission.
4. They Prefer Autonomy, Not Forced Fun
Ever tried to make a high achiever sing karaoke? Many top performers are internally motivated, preferring independence over structured social activities. Research from Harvard Business Review found that high performers rank autonomy as a top driver of job satisfaction. So, consider a team-building approach that offers a mix of team challenge and some self-driven, reflective activities.
5. They Want Some Deliberate Downtime (AKA, Get Them Outside)
Nature-based workshops can reduce stress, increase creativity, and improve focus—qualities that high performers value. According to a study by Stanford University, spending time in nature can decrease anxiety and mental fatigue by up to 60%, which can make for a much more enjoyable and impactful team-building day. This change of scenery not only rejuvenates but also promotes a deeper sense of connection—both to each other and to the bigger -picture.
6. They Miss Out on Real Value (or See it as 'Fluff')
High performers tend to be naturally skeptical of anything that feels like fluff. They want substance, takeaways, and actionable insights they can apply. To make your next team-building day count, focus on high-impact activities that deliver real value, like leadership workshops, case study analyses, or interactive sessions with industry experts. Show them that team-building is more than just a day away from the desk—it’s an opportunity to level up.
7. They Don’t See Real, Lasting Improvements in Team Dynamics
High performers are results-driven. If they don't see the day out of the office making a lasting impact on how the team actually collaborates, communicates, and performs, they’ll question the value of these sessions. Often, these days are fun in the moment but lack follow-through, leaving little impact on daily operations. For your top talent, the question is simple: "How will this help us work better together tomorrow?"
Fixing the Problem: Make Team-Building a True Value-Add
It’s time to elevate team-building so that it’s meaningful for everyone, especially your top talent. Here’s how to create an experience they’ll actually appreciate:
Align the Day with Business Objectives: Show how each activity connects to real organisational goals.
Offer Optionality: Give high performers, creatives, thinkers, introverts and extroverts, the power to choose how they engage.
Introduce Real Challenges: Plan activities that require problem-solving and strategic thinking.
Create Space for Reflection: Break up the day with sessions to capture key insights, and give people time to apply them.
Team-building can and should be more than a day of "fun"—it should be a strategic investment in improving real-world team dynamics. By grounding activities in concrete improvements like communication, decision-making, and smarter workflows, you can earn buy-in from high performers and make these days an anticipated part of team development.
When done right, these days can energise, inspire, and refocus your high performers—without the eye rolls. Let’s turn those team-building days from groan-worthy to growth-worthy, (wait, did that just make you groan? Lol)
What’s the worst part of team-building days in your view and what would you prefer?
Let me know in the comments ⬇️
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Want a sample agenda for an engaging high performance team day? Click here.