When a team comes together to work on a project they have one main goal in mind. But, to achieve that goal there are so many steps they have to take along the way. The quality of the project and enthusiasm of the team can start off high but then slowly start to fade off. Why does this happen? Why is that some projects start off as if they are going to be incredible, but then the effort and motivation begins to disappear? Team dynamics play a big role in the outcome of any project but there is also something else you need to consider. What happens when the majority of the team is indifferent.
When a person is indifferent they lack interest or have no concern about the project they are working on. They can be easily distracted and wasting valuable company time. They can be careless and not put all their focus and attention towards achieving the goal. When team members become indifferent and stop caring, you can have a big problem on your hands.
How can you avoid your team members from becoming indifferent? Here are a few things for you to consider.
Assign clear roles
In the modern world of work, every employee is expected to have skills that make them more comprehensive and adaptable. However, in a team, you don’t want too much overlap even if they can do each other’s job. Why? You want to give each member a clear role so that they can focus on their specific tasks. Doing so assigns each role a clear boundary which results in avoiding people stepping on each other’s toes. Give your employees a role and hold them accountable for the work they are required to do.
When assigning roles, be sure to assign roles that fit the employee. They may have expressed to you how they want to contribute to the company. You want to listen to them and know how they can bust support the project.
Observe their actions
Looking in from the outside, you as the boss should be able to observe when there is conflict within the team. You should have a trusted senior colleague sit in on various meetings every now and then just to see how things are going. They will be able to see who contributes to the efforts and who is holding them back from getting the job done. You may even spot the team member who really isn’t a team player and appears to be only looking out for himself. Being ambitious is great, but you don’t want self-centered people on the team either.
In addition, make sure you are getting status reports and updates to ensure the team is on target to achieve the goal. B You wouldn’t want to find out at the last minute you are not on target to meet deadlines. This would not only cause you to be stressed and frustrated, but it will also impact the customer who is waiting for their purchased product or services. That’s something you definitely want to avoid and by staying aware of their actions you can. Be careful not to micromanage the team as that could lead to a distrust among leadership.
Becoming normal follows the storm
Different stages of progress are natural in a team. After the team has been formed, you can guarantee there will a storming stage. This is when the reality of the project, what is truly required sets in. Disagreements will occur and people will have different opinions on how things should be done. When you learn about group dynamics, you’ll better understand all the stages of a team. What should follow storming is the norming stage. This is when team members begin to agree on directions of design, and their collective ambitions for the project. The leader will need to direct the group and create an environment where everyone can and wants to contribute.
Understanding group dynamics and allowing the team to go through the stages in a healthy manner will help to prevent members from becoming indifferent.
A team that doesn’t care and has lost its purpose is worse than a team that cannot agree. When you do see team members starting not to care anymore, assess the group dynamics carefully and see what you can do to bring them back together. They can bounce back, but if nothing is done, the impact can be felt across the company.
Carolyn R. Owens has over 25 years of proven experience and serves as a Career Strategist, Executive and Leadership Coach. She is the President of Infinity Coaching, Inc. where she can help you up-level your skills, so you can up-level your income, career, business or life. Infinity Coaching, Inc. provides coaching, organizational training, personality assessments, and a signature program, the Infinity Coaching Inner Circle. Carolyn is certified to give both The Energy Leadership Index Assessment and Myers Briggs Type Indicator Assessment. You can find out more about both assessments and other products and services at https://infinitycoaching.net.
