Why Teams Don't Work: Figuring Out Why Some Teams Can Underperform

The saying goes, “Teamwork makes the dream work,” but this is not always the case. If your team consistently underperforms, it may be time to try a different approach. In this article, we set out to answer the question of why teams may not work. 

Why some teams underperform 

Teamwork is often a linchpin for workplace success, so when teams underperform, it can pose a challenge for leadership. Consistent underperformance can not only jeopardize an organization’s goals in terms of timeliness and profit but also affect overall productivity. 

As reported by employees, managers, and psychologists, there are multiple reasons why teams might underperform.

Recognizing these common teamwork hang-ups can help mitigate performance pitfalls. 

Ineffective team leadership

Team leaders influence the dynamic of the whole group. Ineffective team leadership is among the most common factors that inhibit teams from maximizing their capabilities. Conversely, adept leadership cultivates high levels of commitment and motivation in team members, propelling them to deliver their best work. 

Successful leaders often embody values such as respect, compassion, and integrity. This commitment can go beyond conventional methods like coaching, mentoring, and conflict resolution and can extend to more personalized approaches such as individual development and effective communication. By adopting this diverse and multifaceted leadership approach, leaders can not only guide their teams to success but also inspire a culture that places a premium on collaboration and the well-being of each individual.

Lack of clear direction and goals

Goal clarity is another determining factor of how successful a team is likely to be. When team members are united by a clear vision, they can work collaboratively toward success. Without well-defined goals, teamwork can become directionless, stressful, and unproductive. 

A 2009 article in the Harvard Business Review explored the reasons why teams don’t work with an interview from the Harvard professor of social and organizational psychology, J. Richard Hackman. According to Hackman, the reason why many teams do not perform well is because the members are not sure what they are supposed to be doing. Leadership’s ability to set specific and achievable goals, communicate them clearly, and consistently direct the team in the right direction is a factor that can determine the success of a team. 

Communication and collaboration challenges

Effective communication in the workplace can positively impact:

• Goal setting
• Problem-solving
• Interpersonal relationships
• Timeliness and avoiding delays
• Providing feedback
• Setting expectations

Not everyone has the best communication or collaboration skills. It is a team leader’s job to find solutions that promote good communication and foster collaboration between team members. Interpersonal relationships play a more significant role in business settings than some people may assume, especially when it comes to building effective teams. 

Communication and collaboration challenges could have nothing to do with interpersonal relationships. Technical difficulties are a huge factor in modern workplaces with virtual teams and remote workers. The challenges that online teams face are unique and may require modern solutions from software and online platforms. 

Ineffective communication can lead to confusion among team members that impacts performance, damages team morale, and can even lead to members leaving the organization. Good communication can coordinate a team for success. Poor communication can cost organizations time, money, and talent.

Insufficient team management

The abilities of an effective leader may not be enough if the manager is overburdened with responsibilities. Having enough team management from seasoned leaders helps for managing organized teams. As a team grows in size, the number of conflicts, scheduling challenges, and other problems that fall under a manager’s scope might increase beyond what an individual can realistically handle. 

Management and leadership can be significant factors in how well a team functions as a whole. Team leaders are responsible for creating support systems, coaching, and disciplining as well as determining group processes and strategies. Management duties may be able to be supplemented with digital solutions or delegating, but even the best leader cannot be everywhere at once. 

Cohesion within the management team is also a factor that contributes to the team’s success. Psychologist J. Richard Hackman has pointed out that having a huge senior leadership can be less effective than having no leadership at all due to the likelihood of competing visions and lack of cohesive direction when there are too many leaders. 

Skill gaps and lack of expertise

When team members lack the skills or expertise to effectively fulfill their roles, the collective success of a team can be negatively impacted. If a team is underperforming due to a lack of ability to effectively get the job done, providing incentives for additional training and education may be a possible solution. The aptitude of an employee to effectively fit into specific group dynamics may be a factor that contributes to their individual success even if their expertise is not lacking. 

In some cases, it may be clear that someone’s skill set is not a match for the role’s requirements, and leadership has to make the call about whether or not to invest further in the team member’s development or let them go. This can be avoided by setting clear expectations of task requirements during the interviewing process, carefully evaluating the skill sets of employees, and making unbiased decisions about who gets added to the team. 

Inadequate team dynamics and group processes

Team dynamics can vary depending on the individuals in them and the organization’s operational framework. Trust, collaboration, and effective decision-making are three factors that contribute to a team’s chances of success or failure. 

Some team members may be talented and motivated, but if they do not fit into the team’s social dynamic, they may face barriers to participation and collaboration that hinder overall performance. When someone is unable to thrive within a team setting, it may not be because they are not a team player. It could be that they are just not a good fit for that particular team. 

Not everyone works the same way; the reasons why teams don’t work can come down to the dynamic between team members and how the team operates. When a specific person underperforms in a group setting, it can lead to feelings of shame and ostracization from the group. Leadership can seek to boost an underperforming individual’s confidence by providing them with resources for success such as additional training.

Lack of accountability and ownership

A few strategies for promoting accountability include: 

• Documenting expectations for individuals and teams
• Requiring team members to participate in creating meeting agendas
• Assigning specific people to specific tasks so it is clear who should be held accountable
• Following up on everything to prevent things from slipping through the cracks
• Embracing mistakes as learning opportunities
• Making team members aware of the consequences of underperforming
• Rewarding accomplishments and good performance
• Leading by example

Each individual role contributes to the overall success of a team. Interdependence in a team dynamic means that the team as a whole depends on the work of each individual. Team leaders can avoid a lack of accountability by assigning tasks to specific individuals so that everyone knows who is responsible for what. 

Goal setting is also a factor in fostering accountability. When team members have clear goals and expectations, there can be a greater sense of accountability when those goals are not met. Effective management skills can include knowing how to set reasonable, actionable goals for team members and following up on their progress. Part of a leader’s job is also knowing how to discipline, set boundaries, and highlight the consequences of poor performance. 

Not prioritizing mental and physical health

In environments that prioritize productivity and profit, physical and mental health can fall by the wayside. This may be one of the biggest mistakes that organizations can make when it comes to employee performance. Research shows that overall well-being in terms of health and life satisfaction for individuals can contribute to performance levels at work. 

Leadership can confront this challenge by encouraging team members to take sick days when needed, providing resources for mental health, and fostering an environment where mental wellness is prioritized. A team member cannot contribute anything to the team if they are in poor mental or physical health.

Mental health topics may be stigmatized in the workplace, presenting a barrier for people who are experiencing anxiety, depression, or stressful events and want professional help. Online therapy via platforms like BetterHelp may be one tool for overcoming the stigma and receiving mental health care from the comfort of a home environment. Online therapists can support mental health in multiple ways, including teaching new skills for communication, emotional regulation, and stress management that can enhance performance in the workplace. 

The latest research has determined that online therapy is just as effective as traditional sessions, a finding that is supported by over a decade of research. Internet-based therapeutic interventions have been used to treat a variety of mental health conditions with positive treatment results. A recent literature review on the effectiveness of online therapy found that not only was it an effective treatment for many psychiatric conditions, but it was also a more affordable option for many.