A Team in Trouble: Navigating Declining Performance

This team appears to be in the performing stage of Tuckman’s stages of group development, but it’s experiencing a significant decline. The team had previously achieved high performance, indicating a period of strong collaboration and effectiveness. However, the arrival of the new member, coupled with increased workload and the potential for a perceived lack of effort from the new member, has led to a drop in morale and productivity. The team needs to move to the norming stage, where they can re-establish clear roles, responsibilities, and communication processes. This might involve:

• Open Communication: A facilitated team meeting to address the workload and concerns openly.

• Role Clarification: Re-evaluating roles to ensure equitable distribution of work and responsibilities.

• Support for the New Member: Providing additional training, mentorship, and resources to help the new member reach their full potential.

• Addressing Medical Concerns: Finding ways to accommodate the new member’s medical needs while ensuring fairness for the rest of the team.

Intrinsic and Extrinsic Motivations:

The decline in performance can be attributed to shifts in both intrinsic and extrinsic motivations:

• Intrinsic Motivation: The team’s initial high performance was likely driven by intrinsic motivation, including a sense of purpose, a desire to contribute, and a feeling of belonging. However, the increased workload, the perception of unfair distribution of tasks, and the new member’s slower progress have likely diminished these intrinsic motivators, leading to decreased engagement and commitment.

• Extrinsic Motivation: While extrinsic motivators like rewards or bonuses might have played a role previously, their impact has likely weakened. The team members may feel undervalued, unsupported, and less motivated to go above and beyond when they feel overwhelmed and unfairly burdened.

Individual and Team Dynamics:

At the individual level, the team is experiencing:

• Increased Stress and Burnout: The heavier workload and perceived lack of support can lead to stress, fatigue, and burnout.

• Resentment: Existing team members might feel resentful towards the new member who isn’t pulling their weight, creating tension and hindering collaboration.

• Lack of Trust: The new member’s medical situation might raise concerns about their commitment and reliability, impacting trust within the team.

At the team level, the dynamics are:

• Task Conflicts: The workload is unevenly distributed, leading to disagreements and tension about who is doing more work and who is contributing less.

• Relational Conflicts: The team might be struggling to communicate effectively and address concerns about workload and performance.

Recommendations for Change:

As the team leader, I would:

• Address Workload Imbalance: Work with the team to analyze the workload and identify ways to redistribute tasks more equitably. This might involve delegating responsibilities differently, hiring additional support, or renegotiating deadlines.

• Facilitate Open Communication: Create a safe space for team members to voice their concerns and frustrations openly and respectfully. Actively listen to each member’s perspective and work collaboratively to find solutions.

• Provide Support and Resources: Offer the new team member additional training, mentorship, and support to help them succeed. This might involve pairing them with a mentor from the team or providing access to relevant resources.

• Re-evaluate Medical Accommodations: Work with the new team member and HR to ensure any accommodations are reasonable and do not unfairly burden the rest of the team.

• Recognize and Reward Efforts: Acknowledge and appreciate the hard work and contributions of all team members. Recognize individual achievements and acknowledge challenges openly.

Soliciting Input from the Team:

Soliciting input from the team members is crucial. It allows for:

• Shared Understanding: It helps the team leader understand the team’s concerns and perspectives.

• Greater Buy-In: When team members feel heard and valued, they are more likely to support and participate in change initiatives.

• Improved Solutions: Team members may have unique insights and ideas that the leader may not have considered.

However, it’s crucial to be aware of the potential dangers:

• Conflict and Tension: The process of soliciting input could lead to conflict if handled poorly or if team members feel their views are not valued.

• Unrealistic Expectations: Team members might propose solutions that are unrealistic or impractical to implement.

• Time Consuming: Soliciting input can be time-consuming and might delay the implementation of solutions.

Potential Problems and the Team Leader’s Role:

If performance continues to decrease, the team faces significant problems:

• Missed Deadlines and Goals: The team may be unable to meet deadlines or achieve organizational goals, leading to negative consequences.

• Decreased Morale: Low morale and disengagement can lead to increased absenteeism, turnover, and poor performance.

• Damage to Reputation: The team’s performance issues could impact the organization’s reputation and ability to attract clients or investors.

The team leader’s role is vital in preventing these problems. They must:

• Acknowledge and Address Issues: Recognize the challenges and communicate openly and honestly with the team.

• Create a Supportive Environment: Foster a culture of trust, open communication, and mutual respect.

• Empower Team Members: Encourage participation and collaboration in decision-making and problem-solving.

• Seek External Help: If necessary, seek guidance from HR, a consultant, or an outside mediator to help resolve team conflicts and improve communication.

Summary:

This team is facing a decline in performance due to a combination of factors including workload, a new team member’s slower progress, and potential resentment. The team leader must address these issues by facilitating open communication, re-evaluating workloads, providing support to the new member, and fostering a culture of collaboration and respect. Seeking input from the team members is crucial for developing effective solutions and ensuring a positive and productive work environment.