Teamwork is dreamwork: Myth or reality?

We often hear,

If a team is successful, its members will be.

But what we observe is often a complete contradiction of this. There are some people who take most of the work on their shoulders, while there are others who hardly ever contribute to the project. Each of these scenarios can play out in multiple ways, but to make it simpler, let’s say that there can be two outcomes overall.

1. The person doing most of the work can ensure that everyone knows what they are doing and get ahead of others. (which is practically not wrong) As a result, the people who aren’t contributing fall behind and if the management realizes that they are redundant, they may face certain consequences.

2. The people who aren’t doing any work still get the credit when the work is delivered because the person who did the work doesn’t want to put his or her team members under the bus. (excellent emotion but unfair on an individual level) So, everyone keeps getting ahead.

Even though some people might say that the second outcome is better because you should always put the team first, but, both the scenarios are equally bad for people on either side of the equation. If a person just keeps working individually and getting ahead, when a project needs different skillsets and collaboration for more effective results, they might not be able to do the needful. They might even develop pride and assume they are better than everyone else thus flattening their growth curve. On the other hand, if one person keeps doing most of the project and the others are merely spectators, eventually the spectators will lose all credibility. They might survive in one company because no one discloses the fact that they aren’t contributing but as time goes on, their skillset will get narrowed and if they try to switch to another company, they might not be able to do the needful.

These things can be reduced only if the team management holds people accountable. Everyone might not contribute equally to every project, sometimes one person might need a break and the others might shoulder the responsibilities and vice versa. But, it is important to ensure that in the long run, everyone gets to contribute to the projects and all the burden doesn’t fall on a select few people because, as discussed, it might be harmful for everyone.

Even if we keep the professional development aside, there are other things which can affect the people involved. If the work distribution is not uniform, it can build resentment among the team members. Even if no one complains openly about anyone, that doubt always remains. People who consistently carry a heavier workload might be perceived as “overachievers” or “workaholics” by their colleagues who contribute less. This perception can lead to resentment or envy, as others may feel inadequate or undervalued in comparison. Additionally, there may be a sense of guilt or pressure among those who contribute less, distancing people further. These so called “workaholics” might be excluded from vacation plans or other unofficial activities making them feel excluded. This dynamic can strain relationships within the team, fostering a sense of competition rather than collaboration. As a result, the spirit essential for effective teamwork may be compromised, leading to a less harmonious and productive work environment.

So, for the success of any team, it is essential that the environment is such that the team members have a basic level of respect for one another. For this, the members and the management need to take the necessary steps. This respect starts with clear communication and setting realistic expectations for everyone’s roles and contributions. It’s important for the management to ensure that workloads are distributed fairly and that each team member feels valued for their unique skills and efforts. Regular check-ins and feedback sessions can help address any concerns or issues before they escalate.

Additionally, fostering a culture of appreciation and recognition can go a long way in boosting morale and strengthening team dynamics. Simple gestures like acknowledging hard work, celebrating achievements, and providing opportunities for professional growth can build trust and camaraderie among team members.

Furthermore, promoting open dialogue and conflict resolution skills can help address any misunderstandings or tensions that may arise within the team. Encouraging a culture of empathy and understanding can create a supportive environment where everyone feels heard and respected.

Ultimately, when team members feel respected and valued, they are more likely to collaborate effectively, communicate openly, and work towards common goals. This not only enhances the overall success of the team but also contributes to a positive and fulfilling work experience for everyone involved.

Here are the key takeaways:

For team members-

1. Don’t do all of the work
2. Don’t do none of the work

For team leads-

1. Ensure that the work is well-distributed
2. Cultivate mutual respect

If you want to learn how to be a team player, stay connected for further updates. I might launch a free course for the same.