We give you 4 reasons why small teams, in our opinion, perform better than large teams:
1. Greater sense of safety and mutual trust
A core requirement for a well-performing team is a sense of safety and mutual trust. And it might not surprise you that it's a lot harder to build a trust relation with 15 people than with 5. Additionally, people generally feel less safe as a group grows larger: in essence, a large team simply feels less safe due to the sheer number of people.
Even if your team deliberately invests in creating a safe climate and mutual trust, our experience is that this is much easier and faster to achieve with small teams than with large ones.
Especially now, in these Corona times where we have to work a lot online, it has become even more difficult to foster a climate of safety and trust. You miss out on many informal contacts, non-verbal communication during meetings, and contact is often less personal, especially when you are in a Teams meeting with 15 people.
2. Small teams reach consensus more quickly
We often hear and use the phrase "1 team, 1 goal." And for good reason—teams that pursue the same goal together are far more effective than those that don’t.
However, we’ve noticed that for many teams, the shared goal isn’t always that clear. Or perhaps it is on paper, but it’s not truly being acted upon. Often, this happens because it’s not a shared goal—one that every team member stands behind and is willing to work toward. And for that, alignment is key.
In practice, we see that smaller teams find it easier to align than larger teams. Simply put, it takes more time and effort to get 15 people on the same page than it does with 5. Just look at the formation of our future government as an example!
3. Role distribution is easier in small teams
I’ve noticed something interesting—when you spontaneously start a game of soccer with a small group, organizing positions is usually quick and easy. With six players or fewer per team, it’s often as simple as: two forwards, two midfielders, two defenders—and oh yeah, who’s going to be the goalkeeper?
But when you try to set up a formation with 11 or even 15 players (plus four substitutes), things tend to get trickier. Especially when a few players are determined to play in the same position.
The same thing happens in teams within organizations. The larger the group, the harder it is to establish clear roles. And even when those roles are defined, do people actually stick to them?
Ironically, small teams often function well without rigid role assignments. They instinctively sense how to collaborate effectively: That person is better at this and enjoys it more, so they take the lead there. In larger teams, however, a lack of clarity can quickly lead to confusion and frustration. That’s understandable—more people mean more directions things can go. Clear roles, tasks, and responsibilities become essential for smooth collaboration and high performance.
4. Communication and decision-making in large teams are often sources of irritation and ineffectiveness
Everyone has experienced one of those online meetings with 10+ people where things just don’t get properly addressed. Decisions are made without real dialogue, someone goes on way too long about a topic that isn’t relevant to most of the team, or the same few voices dominate while the rest have mentally checked out.
In large teams, it’s harder to speak up about what you truly think and feel. That’s why we often see unspoken frustrations, unresolved conflicts, and ultimately, a loss of energy and engagement. Over time, this leads to inefficiency, decreased job satisfaction, or even burnout.
On top of that, decision-making becomes more complicated in larger groups. What do you discuss, when, and with whom? Who is involved in which decisions? How do you handle different opinions and perspectives? And most importantly, how do you ensure that everyone feels included and heard—without meetings turning into endless debates?
So, take a moment to reflect on how your teams are structured. Would it be more effective to split some of them into smaller, more agile teams? This often leads to better collaboration and decision-making. Of course, alignment between teams remains crucial—but that’s a great topic for a future article!
