“If everyone is moving forward together, then success takes care of itself.” – Henry Ford
In workplaces that are constantly evolving, the way teams work together has a direct impact on their success and ability to adapt. Yet, even high-performing teams can stuck into issues that slow down progress, miscommunication, unclear roles, blame games, or resistance to feedback. These unproductive team dynamics are not always obvious, but they can quietly affect morale, trust, and performance.
Fixing these issues is not about blame. It’s about awareness, ownership, and building better habits. As leaders, we play a crucial role in noticing these dynamics early and replacing them with healthier ways of working.
Let’s explore a few practical ways to address unproductive behaviours and move towards stronger and more cohesive teams.
1. Call Out the Invisible: Spot the Patterns Early
Unproductive dynamics are often subtle. Repeated delays, silent disagreements, or lack of accountability may appear as “normal,” but they signal deeper issues. The first step is to name what we see. If we observe meetings where the same voices dominate or feedback is consistently ignored, it’s time to pause and ask: What is happening beneath the surface?
Try this Approach:
- Conduct anonymous pulse checks or team health surveys.
- Host open conversations asking, “What’s not working for us as a team right now?”
- As a leader, model vulnerability and acknowledge blind spots.
2. Shift from Blame to Responsibility
In unproductive teams, problems are often met with finger-pointing. “This happened because they did not do their job.” But this mindset blocks learning. Strong teams look at problems with curiosity, not judgment.
Try this Approach:
- Replace blame language with learning language. Ask, “What can we learn from this?” instead of “Who messed up?”
- Encourage shared ownership. Make it clear that outcomes belong to the team, not individuals alone.
- Use team retrospectives regularly to reflect and improve.
3. Create Clear Roles and Boundaries
One common source of friction is role confusion. When people are unsure of responsibilities or decision rights, work slows and tensions rise. Clarity leads to confidence.
Try this Approach:
- Define roles clearly. Who does what? Who decides? Who needs to be consulted?
- Use simple tools like RACI charts (Responsible, Accountable, Consulted, Informed) for big projects.
- Review roles regularly as the business evolves, so do team needs.
4. Build Psychological Safety, Brick by Brick
Psychological safety means people feel safe to speak up, share concerns, and admit mistakes without fear. Without it, teams play it safe, avoid conflict, and hold back ideas. With it, they take smart risks and learn faster.
Try this Approach:
- As a leader, respond with curiosity when people disagree or make mistakes.
- Praise questions, not just answers. Celebrate team members who raise uncomfortable but important topics.
- Create rituals like “learning moments” or “failure Fridays” to normalise reflection.
5. Strengthen Feedback as a Habit, Not a One-Time Event
Many teams avoid feedback either to keep peace or because they fear conflict. But without feedback, teams can’t grow. Feedback does not have to be tough. It has to be honest, timely, and respectful.
Try this Approach:
- Make feedback part of regular conversations, not just during reviews.
- Encourage peer-to-peer feedback, not just top-down.
- Offer training or tools on giving and receiving feedback constructively.
Explore how Leadership Development Programs at Groval Selectia can build feedback-friendly cultures.
6. Address Energy Drainers Proactively
Sometimes, it is not about what people do, but how they show up. Chronic negativity, gossip, or passive- aggressive behaviour can drain energy from the team. These are signs of unresolved tension or disengagement.
Try this Approach:
- Don’t ignore disruptive behaviour. Address it privately and respectfully.
- Understand the root cause – Is it stress, lack of support, or a values mismatch?
- Create a team charter with agreed behaviours, values, and norms.
Reflective Questions for You and Your Team
- Are there any recurring behaviours that are slowing our team down?
- Do people feel safe to speak up without fear?
- When things go wrong, do we focus more on blame or learning?
- How consistently do we give and receive feedback?
- What are we doing to build positive energy in our team culture?
Let’s Build Stronger Teams Together:
Unproductive team dynamics do not disappear on their own. But with awareness, small shifts, and consistent effort, they can be replaced with trust, ownership, and collaboration. As leaders, our role is to nurture the right environment where performance flows from clarity, not pressure.
Want help in building high-trust, high-performance teams?
Write to us at [email protected] or explore our Team and Leadership Coaching Programs.
