Fixing a dysfunctional team in the workplace can be challenging but achievable with the right approach and commitment. As a leader, it is important to address issues early. First, diagnose the root causes of dysfunction. This could include poor communication, lack of trust, conflicting goals, unclear roles, personality clashes, or a combination of factors. Gather input from team members, observe interactions, and review performance metrics if possible.
Open Communication and Transparency
Open communication is important and teams members must feel safe in an environment that allows them to express their concerns and opinions. Encourage open dialogue where everyone feels heard and valued. Address any underlying issues or grievances that may be contributing to dysfunction. Foster a culture of trust by promoting transparency, integrity, and mutual respect. It is important to be fair and just. Encourage collaboration through team-building activities, joint projects, and shared goals. Consider team-building exercises or workshops to improve relationships and foster camaraderie.
Clarity of Roles and Responsibilities
In the early years of my career as a young engineer, I was very excited to jump onto new projects, keen to share the results I was able to achieve. As I was part of a new team, my jobscope was unclear but I was overzealous and ended up doing more than what the job required of me. Unbeknownst to me, one of my peer felt that I was taking over his projects. I was this young, single engineer with no family members in Singapore. I worked 7-days a week and oftentimes was the last to leave the office (not because I was asked to, I just loved my work so much). I was deeply passionate about working on aircraft projects that I could not wait to get up on weekend mornings so that I could get to the hangars in Changi.
My supervisor was happy with my output and I was given many opportunities. However, my peer was getting more distant and I realised that he could not put in the same amount of hours as I did, because he had family commitments. This is where I think it is important for my supervisor to set clear guides on our roles and responsibilities. My peer was someone I value very much and I took the time to work with him, in a partnership where our efforts complemented each other. It took me some time to win his trust, but I value him very much; as colleague and friend. Ambiguity about roles and responsibilities can lead to confusion and conflict. Define clear roles, expectations, and accountability for each team member. Ensure that everyone understands how their contributions fit into the team's goals and overall success.
Set Clear Goals and Setting Up Your Team for Success
Setting clear goals and expectations is important. Ensure that the team has clear, achievable goals that are aligned with organizational objectives. Break down goals into actionable steps and milestones, and regularly communicate progress and updates. Celebrate successes and learn from setbacks together. Strong leadership is crucial in guiding the team through challenges and maintaining morale. Leaders should demonstrate empathy, actively listen to concerns, and provide support where needed. Coach team members individually and collectively to improve skills and address performance gaps. Remember this, we are setting our team members for success!
What Happens when Conflict Arises?
Teach team members constructive conflict resolution techniques. Encourage them to address conflicts directly and respectfully, focusing on solutions rather than blame. Intervene early if conflicts escalate and facilitate resolution through mediation if necessary. Leaders need to ensure that effective conflict resolution is implemented and not let issues fester for too long. There are many reasons that causes conflicts. As a leader, we need to promote accountability. Hold team members accountable for their actions and commitments. Establish mechanisms for feedback and performance reviews to monitor progress and identify areas for improvement. Recognise and reward individuals and the team as a whole for achievements and contributions.
What Else Can I Do as a Leader?
Provide opportunities for team members to develop their skills and grow professionally, through training, workshops or coaching. Strengthening individual competencies can enhance overall team performance. Promote the culture of learning and development in your team. Encourage team members to take ownership of their career trajectory and as a leader, plan out schedules for 1-to-1 discussions on their career and personal growth. This can be done in an informal setting (as well!) where specific time is set aside to talk about growth.
Continuously monitor the team dynamics and effectiveness. Solicit feedback regularly to gauge improvements and identify any recurring issues. Be flexible and willing to adjust strategies or interventions as needed to ensure sustained improvement. When we address these steps systematically and consistently, we can begin to transform a dysfunctional team into a cohesive, high-performing unit that collaborates effectively and achieves shared goals.
Leadership commitment, patience, and perseverance are essential in guiding the team through the process of improvement and fostering a positive work environment.