Two Toxic Teamwork Signs and Salvations

Teams can be Toxic, Too

Just because there are teams in a company does not mean there is teamwork. And the difference is a bit like that between “meet” and “meat”. They sound the same, but they are a completely different thing. In fact, practice shows that no teams is better than teams without teamwork. The reason being that, in an attempt to justify their presence, team members start engaging in toxic teamwork practices. Below are the 2 top signs of toxic teamwork and - possibly - salvations.

Team Synergy is a must or else...
Lack of Synergy

Motivation should be individual, reward should not be. One of the top underlying reasons for toxic teamwork is the fact that these 2 are seldom separated. HRs like to rely on the premise that motivation is the reward. But it isn’t. Employees are individuals, and like to be treated that way (motivation). But, if the rewards are also individualized, synergies will not happen, and sooner rather than later team members will start striving for the bigger piece of the (reward) pie at the expense of other team members. However, if team members are motivated individually and rewarded as a team, this problem becomes absent.

Information Gaps

Information gap is OK, information abyss is NOT

Information gaps are a normal part of employee life. The view from different corporate ladders will always be different. One of the most important tasks of HR, then, is to minimize them. Much like problem-solving, it is in fact an ongoing battle that never ends. A popular shortcut to filling information gaps in a company has become the open door policy. The result of which - tadam - is the increase in information gaps. Why? Because doors are not always open, and it suggests that there are hidden things behind them. The open door policies can be thus replaced by open plan policies. Unlike doors that are physical and can be shut, plans are intangible. A good example of this type of policy in practice is free employee meeting attendance. Employees are intelligent beings, and they know whether they can add value to the meeting table or not, regardless of their position within the company. And, if no one comes to the meeting, maybe there is a problem with the object of the meeting? But that is a subject for another time.

When you start addressing the psychology behind employee actions at work, you will see improvement in each and every soft HR analytics. And what analytics would you like to improve? Contact our leading corporate therapist, and we’ll deal with!