Five dysfunctions of a team and how to overcome them as a leader

A dysfunctional team can have severe repercussions for the entire organisation. Teams that don’t deliver can cost the business a hefty sum which could lead to losing clients and eventually layoffs. It costs the company a lot to hire new staff, but it costs more to train them.

Maintaining employee retention is necessary for the credibility and growth of the business. It’s not easy to witness your team struggle to keep up with expectations, so focusing on a few key points can help solve the issues of an underperforming team.

1. Poor communication

The lack of communication between employees and the team leader can often be the root cause of a dysfunctional team. Poor communication can mean that employees are less likely to understand the structure and importance of their roles which can largely hamper the quality of work resulting in an underperforming team. 

Use your meetings effectively and provide clear directions about the tasks. Assign the job to the employee whose skill set matches the job best and be clear about deadlines from the very beginning. 

2. Lack of motivation

Lack of motivation could be a result of either an overworked team or a mundane environment. According to the Australian Bureau of Statistics, nearly half of Australians (46%) now work from home to some degree and with hybrid working situations on the rise, it is even more important to maintain relationships with your team. 

Invest more time in engaging with them on a one-on-one basis. Often just a casual banter about the weekend or a recent movie release eases the pressure and you find yourself in a better space – mentally. If a team member is feeling demotivated it will reflect in their work and their physical presence could bring down the mood of the workplace. 

3. Receptiveness to briefs when assigned work

You may notice that an employee overlooks suggestions or is unfazed by certain recent developments. The individual might lack focus and is unable to provide any input. In such cases as a team leader, you need to invest some time to focus on the issue at the earliest, as an unreceptive team member can quickly lose interest in the job leading to further repercussions. 

Check if your team members are over burdened by meetings on end. This could lead to being overworked and your employee might not be able to be as attentive and receptive to tasks as you need them to be. 

4. Disengagement

If an employee hasn’t been very communicative with the rest of the team and has noticeably been distant and unresponsive to phone calls, emails or texts this needs to be addressed. Having a conversation with the individual will help understand if they are being overburdened and would like some assistance to reduce their workload. 

On the other hand, your employee could be dealing with a personal matter that they are unable to cope with, in such situations suggest some time off through the different leave options available to them. Taking a break can help bring stability to the team in the long run. In some cases, disengagement could be due to lack of encouragement and feedback. 

5. Lack of accountability

The weakest of teams lack accountability. Being accountable for your work or your actions is the key to building a strong team where everyone is on the same page. As a team leader, you are the source of accountable behaviour and need to set an example of what is acceptable and what is not. 

Being assertive while being understanding and calm is an excellent skill to have which helps when you need to hold employees accountable for their mediocre work. 

Working on each of these issues at a steady pace during one-on-one meetings will help change a dysfunctional team to a better-performing team and will bring out the best in every individual.