The Biggest Teamwork Problems

Having employees that work together efficiently as a team helps your business run smoothly. But teamwork doesn’t always happen as it should. Here are eight of the biggest teamwork problems and what you can do to fix them to overcome teamwork challenges.

Twisting your features into a mask of pain, you dig your heels into the soft grass. A rope tears into your palms. A clear, tiny voice speaks to you amid the many confused thoughts swirling in your head: “So … what am I learning from this experience?”

Well, if you’re like many who have done this exercise at a corporate retreat, you should be learning about teamwork. As others join you, the collective rope-pulling effort seems to demonstrate the point. Little by little, the boulder starts moving until it nudges over the 30-foot mark. Cheers erupt.

But you notice something: With each additional person who contributes to the effort, the boulder moves faster, but not as fast as you would have imagined. By the time the 10th person steps up, you feel the group is barely pulling harder than when it was only six, even though everyone seems to be working hard.

This well-documented phenomenon, social loafing, is an issue that plagues most groups of individuals working together, but it isn’t the only one. Knowing what to look out for can be half the battle. Below are the top eight biggest teamwork ills and some prescriptions to help you avoid them.

Overemphasizing Abstract Goals

People like to talk about transcendent goals for a reason. Steve Jobs was known for his inspiring keynote talks that emphasized changing the world. Such goals are uplifting and can make work feel more meaningful.

But when teams overestimate the importance of inspiring vision when setting team goals, they risk not paying enough attention to aligning personal priorities with those bigger goals. If team members don’t understand “What’s in it for me?,” it can be hard for them to commit to working toward team goals. Ensuring everyone is on the same page about objectives can prevent conflicts and enhance team productivity.

Teamwork Rx: Make sure that big, collective goals align with small, personal commitments that drive performance.

Underemphasizing Team Dynamics

Many teams think that merely getting the right talent in play is all that it takes for a team to be successful. But you need clear structure and well-defined interdependent roles, including each team member’s responsibilities, in order to best use the strengths of those on your team. Contrast the 2004 U.S. Men’s Olympic Basketball Dream Team’s disappointing performance to the 2015 NBA Champion Golden State Warriors’ expert management of team roles.

Teamwork Rx: Well-structured teams generally outperform those with more raw talent, whether it’s strength, skill, or I.Q. Take time to find the roles and structure that make sense for your team.

Making Too Many Rules for Team Member’s Responsibilities

Human beings are rule-making machines — it’s what defines us as a species and allows us to interact as social beings. Often, the tendency in teams is to try to plan for every possible situation and create rules for all potential contingencies. This is both time-consuming and ineffective. Starbucks CEO and founder Howard Schultz understood the importance of focusing on the right rules when he decided to bring back in-store bean grinding to help restore the brand’s reputation and performance.

Teamwork Rx: Focus on the few rules that are likely to have the biggest impact on your team’s culture and performance: information sharing, decision making, and conflict resolution. These rules are essential for fostering a positive company culture.

Ignoring Team Reflection

One of the major cognitive biases recognized by research is outcome bias: if you’re successful, you don’t really reflect on what went well or could have gone better. However, in a world characterized by volatility, uncertainty, complexity, and ambiguity, successes are fleeting, and reflection is as imperative when things are going well as they are when they’re not.

Too often, companies and teams reserve formal reflection for annual retreats or quarterly reviews when, in reality, it needs to occur much more frequently to support continuous team development.

Teamwork Rx: Remember that check-ins need not always be huge affairs reserved for day-long retreats — they can be as simple as a weekly stand-up meeting.

Failing to Sell the Change in Company Culture

You can be right but ultimately still be unsuccessful. Such was the case for Lloyd Braun, the ABC executive who was the champion and driving force behind the smash hit “Lost.” Braun was so convinced that his idea would be a hit that he barreled through green lighting the most expensive television pilot budget to date, $12 million. He did not take the time to get others on board with his vision, and even though his intuition was correct, he was fired before the show even premiered.

Teamwork Rx: Strength of will and charisma are not enough to push through change — work hard to get buy-in so that people want to come along with you. Poor leadership can result in confusion and a lack of direction within teams, ultimately leading to demotivation among team members.

Lack of Trust and Communication

Trust and communication are the bedrock of any effective team. Imagine a scenario where team members are hesitant to share their ideas or concerns because they fear judgment or backlash. This lack of trust can create a communication vacuum where misunderstandings and assumptions thrive. The result? A team that’s out of sync and unable to function cohesively.

Consider the case of a remote team working on a critical project. Without clear communication channels and a foundation of trust, team members might duplicate efforts or miss important deadlines. This not only hampers productivity but also breeds frustration and resentment.

Teamwork Rx: Establish clear and open communication channels from the get-go. Regular check-ins, transparent sharing of information, and setting clear expectations can go a long way. Foster a culture of transparency and accountability where team members feel safe to voice their thoughts and concerns. Trust-building exercises and team building activities can also help strengthen the bonds between team members.

Disengagement and Talent Differences

Disengagement and talent differences can be silent killers of team dynamics. Picture a team where some members are highly motivated and others are just going through the motions. This disparity can lead to friction and a sense of unfairness, impacting the entire team’s morale and performance.

Take, for example, a team working on a product launch. If some team members are disengaged, they might not contribute their best ideas or effort, leaving the burden on their more engaged colleagues. This not only slows down progress but can also lead to conflicts and misunderstandings.

Teamwork Rx: To tackle disengagement, ensure that every team member feels valued and understands how their contributions impact the team’s goals. Regularly recognize and celebrate achievements, no matter how small. Address talent differences by utilizing each team member’s unique strengths and providing opportunities for growth and development. Team building exercises can help bridge gaps and create a more cohesive unit.

Managing Conflict and Feedback

Conflict and feedback are inevitable in any team setting, but how they are managed can make or break team dynamics. Imagine a scenario where conflicts are swept under the rug, and feedback is either non-existent or delivered harshly. This can lead to a toxic environment where team members are afraid to speak up or share their ideas.

Consider a team working on a tight deadline. If conflicts arise and are not addressed, they can fester and escalate, disrupting the workflow. Similarly, if feedback is not given constructively, it can demoralize team members and stifle their growth.

Teamwork Rx: Embrace conflict as an opportunity for growth. Encourage open and respectful discussions where team members can air their grievances and work toward solutions. Provide training on conflict resolution and effective communication. When it comes to feedback, ensure it is specific, constructive, and delivered in a way that encourages improvement. Regular feedback sessions can help team members learn and develop, ultimately strengthening the entire team.

In the end, good teaming is about being mindful of how you work together and making sure to check in frequently to close the gaps between what you say you want to do and what you actually do.

By addressing these common teamwork problems, you can create a more cohesive, productive, and harmonious team environment. Remember, effective teams are built on trust, communication, and a shared commitment to growth and development.

Dr. Mario Moussa, Dr. Derek Newberry, and Madeline Boyer are the authors of Committed Teams: Three Steps to Inspiring Passion and Performance. Dr. Moussa teaches in the Executive Programs at Wharton School of Executive Education. Dr. Newberry and Boyer are lecturers at the Wharton School of Business and Senior Consultants at Percipient Partners.

Disclaimer: The content on this page is for information purposes only and does not constitute legal, tax, or accounting advice. If you have specific questions about any of these topics, seek the counsel of a licensed professional.