1.3 - Outline the possible effects of identified barriers on the team
The effects of the possible barriers
The biggest concern about teams not functioning and working together is that performance is affected and this drop in performance leads to a threat to contracts and the business.
Conflict in a team can lead to a dramatic drop in morale. Personal conflict can undermine our confidence and lead to feelings of alienation or rejection. Alternatively it can lead to anger and bickering among staff. There can be attempts to divide the team with the intention of getting others on one side or another. Ultimately this can lead to people going sick and threatening the teams ability to perform the job. This spirals into more resentment.
Often a manager is dragged into the situation and if they are not careful with be seen to be taking one side or the other. It is important to stay in a mediator and negotiator role. This means you stay objective in your attempt to reconcile the differences rather than making decisions how others will behave.
Not team players
A team needs to work towards a common goal and if individuals refuse to assist in that approach it can mean the goal is not achieved as effectively or efficiently as needed.
This barrier can also lead to resentment in the other team members which in turn can move the team into a state of conflict.
If a team does not constantly look to review their processes and become complacent then the opportunity for problems to arise is increased. The team can stagnate and not adapt to changing situations. Limited creativity can also lead to a lack of initiative being used by team members and this means that problems are not resolved or the manager is forced to work in a more directive way. This style of management can de-value staff and have a negative impact on motivation and morale.
Only focusing on the negative
The biggest impact of this is on the mood of the team and over time the culture of the business. Once a complaining culture is established, it is hard to change with existing staff. They tend to influence new staff in this way of thinking and the culture continues longer than the individuals who started it.
This mood will affect the delivery of the service the team offers and this will affect customer perception. Whether the customers are internal or external, the team approach comes across.
When a team focuses on the negative, they also lose sight of any positive attempts by the business to value them.
Behaviour and attitude such as this should be addressed as part of performance monitoring and review. Some managers allow this behaviour to occur because the job is still getting done. If it is allowed to continue, the impact in the future can be hard to retrieve.
Another barrier that leads to internal conflict in the team which will ultimately lead to an effect on performance.