Is Your IT Team in Trouble or Worse?
Posted September 9th, 2016
Every team will experience moments of strife or dysfunction. Small issues during times of stress lead to the occasional outburst, and interpersonal relationships fluctuate over time. In most cases, these resolve over time, and leave no lasting damage amongst team members, management, or the organization as a whole.
Other times, these troubles can escalate into something much more vicious; a full blown toxic environment.
Is Your Team Toxic?
While a team experiencing some trouble will often recover on their own, those that have crossed into toxic territory tend to only get worse. A cycle begins where negative behaviors and emotions become self-reinforcing, leading to more resentment as time moves forward. At this point, it becomes apparent that the team cannot save itself, as the relationships have degraded and communication has become unproductive.
Why Are Toxic Teams Dangerous?
Not every team that airs a disagreement is toxic. Team members that have a difference of opinion about how a project should progress, what decisions are best, and how to handle challenges can actually have a positive influence on the team, as long as those disagreements don’t get personal.
Teams that have reached a state of toxicity will not only have difficulties working together, they may also struggle individually due to the negative emotions surrounding being at work. This can affect other business areas, and cause issues for the direct supervisor or manager that will ultimately tumble back down to the team.
These teams are rarely quiet about their discontent. Often, they will seek the out council from employees outside of their immediate work group. At times, they are looking for validation regarding their feelings, though these attempts can actually lead others to begin seeing the situation in the same way, spreading the dysfunction to other areas of the organization.
How to Fix a Toxic Team
If it looks like a team has become toxic, intervention is necessary. To be effective, it must come from someone outside of the group that has entered into the vicious cycle of negativity, as it is unlikely that all team members will respond positively to a statement from a supervisor who is as embroiled in the toxic situation as they are. This could mean going further up the management team, enlisting assistance from a member of human resources, or even working with an outside consultant.
Everyone will have to be held accountable for their actions from the moment of intervention forward, and effort will be required to stop the cycle of negativity that is often exacerbated by placing blame on others. Additionally, all talk that may be considered as bullying or aggressive will need to be stopped immediately.
To facilitate more positive interactions, arrange for opportunities to work through conflict peacefully and engage in group problem-solving. This can include getting team members focused on shared goals to help keep them moving in the same direction. Ground rules can also be set regarding how team members will behave around each other, as well as how they will communicate if issues arise.
In some cases, not every member of the team will adapt to the new paradigm. In those cases, it may be best to look at whether removing certain individuals from the team may be beneficial in the long run. Otherwise, you may see the cycle begin all over again.
Here at Bayside Solutions, we understand the importance of having a team that works well together. Contact us today to see how we can help you build your ideal team.
