Many times, leadership involves building successful, high-performance teams of professionals. A cohesive, effective team is arguably more important than the head honcho. Leaders must do everything in their power to avoid dysfunction and encourage excellence.
But how do you know your team is slipping off the rails? Dysfunction can creep in before you know it – so beware of these ten red flags!
10 Red Flags That Indicate a Dysfunctional Team
Sign #1 – The Communications Breakdown
Excellent communication is at the heart of any team’s success. Poor communication results in a plethora of problems, from a lack of clarity in goals and responsibilities to workplace rumors. It can take the form of low morale and disengagement. You might even witness verbal abuse! Ultimately, the leader sets the tone for proper communication.
You dictate what is and isn’t the right way to communicate by example. So be clear, respectful, encouraging, and timely.
Sign #2 – Reluctance to Collaborate
If your team prefers to work solo, you’ve got a problem. A lack of trust is often at the root of a reluctance to collaborate. Though trust takes time to build, your colleagues should feel their contributions are valued. Give credit where credit is due and encourage collaboration, not competition.
Sign #3 – The Need to Micromanage
In a leadership role, the temptation to micromanage comes when you don’t trust the job will get done right. It can also indicate a need for control, discouraging others from taking ownership of their work. It says that you don’t see your team as capable or competent. If you want to tear your team apart, be a micromanager!
Sign #4 – Passive-Aggression
Rarely will you encounter a genuine conflict in the workplace. A sense of professional decorum keeps fighting at bay. However, the absence of shouting and shoving doesn’t mean there’s peace. Passive aggression is what we see in a dysfunctional team. It looks like gossip, idle complaints, cliques, and poor performance. It all points to resentment and unresolved issues.
Sign #5 – Lack of Engagement
While a lack of engagement can indicate several problems, the most common cause is a lack of vision and agency. Are you clear about what you’re trying to accomplish? Is it an inspiring vision, or does it exist solely to bolster your wealth and reputation? Your team must know they’re working towards something worthwhile. They also need to feel their contribution is valuable.
Sign #6 – Talent Turnover
It doesn’t matter what industry you’re in. Turnover is always bad news. High turnover not only means you have to go through the cost and effort of finding, interviewing, onboarding, and training new hires, but it means something is deeply wrong with the company culture. Turnover indicates an environment that lacks purpose. Instead, it fosters a sense of chronic discontent. You set the tone, so carefully evaluate yourself and your established team dynamics.
Sign #7 – Lack of Initiative
No leader wants to deal with a team that waits to be told what to do or how to do it. If you’ve given your team the proper tools, they should be able to take a task and run with it! If they seem slow to act and reluctant to take charge, step in. Your colleagues may be burned out, disillusioned, or dealing with a crisis outside the office.
Ask. Be there. Give direction and encouragement.
Sign #8 – A Pretense of Perfection
None of us are perfect. Part of being a great leader and a valuable team member is recognizing that you don’t have all the answers. Be willing to receive feedback and criticism, hear other ideas, and put aside your choices for the ones that work. In a functional team, there’s no room for big egos.
Sign #9 – The Refusal of Responsibility
We’re all accountable for the work we do – good and bad. If there’s an unwillingness – even a refusal – to take responsibility for our mistakes, we’re already doomed. Teams collaborate to bring out the best in one another. They also fail when there’s no accountability.
Sign #10 – Addressed but Unresolved Issues
You’ve seen a problem. You’ve addressed the issue. Solutions have been suggested. But days, weeks, months later – there’s no evidence of change. As a leader, you’re in trouble if you solve the same problems over and over again. Something isn’t sticking. Successful teams will work hard to fix their problems. Dysfunctional teams quickly fall back into destructive patterns.
Have you ever had to get a dysfunctional team back on track? Share what worked in the comments.