It is an investment in a team at a point in time when tackling and addressing underlying issues is the only way to ensure positive behavioural changes occur for the good of individuals, the team and the wider organisation.
The signs of a team in need of resetting differ and there can be several red flags that indicate a team may need support to initiate a change in behaviours. Here are 15 common red flags that we frequently get asked to design team support around:
Lack of Communication: When team members are not communicating effectively, withholding information, or avoiding discussions, it hinders collaboration and leads to misunderstandings.
Low Morale and Engagement: A decrease in team morale, enthusiasm, and engagement may indicate that your team members are dissatisfied with their work environment or lack motivation.
Conflict and Tension: Frequent conflicts, disagreements, or unresolved tensions within the team will disrupt productivity and prevent effective teamwork.
High Turnover: If the team experiences a high turnover rate, it may be a sign of underlying issues, such as poor leadership, lack of growth opportunities, or an unhealthy work culture.
Missed Deadlines and Poor Performance: Consistent failure to meet deadlines or declining performance may indicate that the team is struggling to work together effectively.
Lack of Trust: If team members do not trust each other or their leaders, it will negatively impact the team culture and impede collaboration.
Silo Working: If team members or the team itself works in isolation and does not collaborate across departments or functions, it can hinder innovation and organisational success.
Resistance to Change: A team that resists change or fails to adapt to new circumstances may struggle to remain competitive and relevant.
Micromanagement: Excessive micromanagement and a lack of delegation from team leaders can demotivate team members and stifle creativity and autonomy.
Blame Culture: A blame culture where team members are quick to point fingers and avoid taking responsibility is always detrimental to team morale and problem-solving.
High Stress Levels: If team members are working at consistently high levels of stress or are overwhelmed, it may indicate that workload distribution or work processes need to be re-evaluated.
Lack of Innovation: A team that lacks innovation and new ideas will struggle to stay ahead in today’s rapidly changing business environment.
Ineffective Meetings: Meetings that lack direction, have low participation, or fail to achieve meaningful outcomes can indicate communication and co-ordination issues.
Decreased Customer Satisfaction: A decline in customer satisfaction or feedback may indicate that team performance is impacting the quality of products or services.
Limited Learning and Development: If team members have not been given opportunities for learning and growth, it may lead to stagnation and disengagement.
Unaddressed, these red flags become critical to team performance and organisational success. Our team reset events are an effective way to prioritise positive team development. Find out about booking a residential team reset event with us.