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Maintain harmony in team

Over the period of time teams and organisations have become synonymous with each other.

Maintain harmony in team


Poonamjot Sidhu

Over the period of time teams and organisations have become synonymous with each other.  Actually, people become more productive when in team, there are more ideas, more solutions and more innovations. But there is also a flip side to it -  not everybody is a team player, a team or a certain team member may not go beyond the storming stage. 

A significant number of teams face the predicament of difficult team members. Members who are difficult on diverse facets like productivity, ethics, behaviour or even conduct add to the dilemma most that organizations face. On top of it most organisations offer team-based incentives and appraisals. Though a medium for team productivity, this becomes exigent for the effective team members.  Employees time and again feel dissonance when encountering such difficult team members. It is necessary to streamline their actions so that it does not hamper the team performance or productivity; either by the team lead or a team member. Certain consideration that can be taken while handling such team members are:

Be emotionally intelligent If there is a team member who does not pitch in the required effort, is a bully or manipulates work for personal gain, you are bound to feel bad. You will experience emotions like anger, irritation and rage but the key is not to lose your cool. By no means confront the person head on; it has to be done diligently. Hence always stay calm.

Talk to other members Before going any further ascertain your opinion. Talk to other members of the team, if they also feel the same. If possible try and contact his/her earlier team colleagues to establish your observation.

Identify ground zero Try and determine the reason for the said behaviour, for example if he is bullying, why she/he is doing so. Is it his general temperament or directed at something. Explore various possibilities to give logical reason t it. 

Keep a log Once established, start documenting such events, for example is he/she is rude or shouted at a team member, document it as event 1 and record the incident, people involved and date and time. Analyze your log after a fortnight.

Have a two-way conversation  The purpose of your intervention more than personal should be team oriented. Hence once sufficiently equipped with people and document have a word with the member concerned. At no point of time be personal. Try to reason it out, make him/her understand the consequences of their conduct. The discussion should be aimed at resolving the issue.

If the problem persists report it and file a formal complaint. As such members will eventually be detrimental to the team's productivity, it is necessary to remove them. Teams are brought together to create a motivated, conducive and productive environment for which harmony among members is a necessity. If some member is unable to build that harmony, then he/she is a misfit for the team. 

— The writer is Asst Prof, University Business School, Chandigarh University

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