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How To Spot The Signs Of Team Overwhelm (And What To Do About It)
Signs Of An Overwhelmed Team
- Dip in energy levels: It happens when the team is not enthusiastic and is only taking reactive actions and going through the motion, exposing the mental pressure they are in.
- Work quality is taking a dip: It happens if you see incomplete or sloppy work, along with decreased productivity.
- Frayed emotions: If workers are terse and curt with their colleagues in their personal interaction and written correspondence.
- Other unexpected irregularities: There may be some that move inside their mental ‘cave’ and others who become overtly extrovert.
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Communication during stressful times
Uncertainty has a way to reveal everyone's strengths and weaknesses. During drastic uncertainty, employees will seek more information in order to achieve a sense of certainty. During this unsta...
Managing the passive communicators
- Talk to them one-on-one. They will feel more comfortable opening up.
- Offer multiple modes of communication. Instead of calling on them during a meeting, send them an email afterward.
- Help them feel psychologically safe at work. Let your team know they won't face negative consequences for voicing their opinion respectfully.
Passive communicators battle to express their needs and stand by their convictions. This is because they want to avoid conflict. They may be silent during crucial meetings. If they do make a suggestion and it is challenged, they may say, "never mind then."
Managing the aggressive communicators
- Outline and enforce boundaries. If they interrupt someone, step in and say, "Please let [Name} finish, and afterward, we'll give you time to speak too."
- Give them a safe and healthy way to vent their anger. People under pressure are more likely to act out. Pull them aside for a one-on-one time to address their concerns.
Aggressive Communicators voice their opinions in a straightforward, often blunt way. They often interrupt others, take up significantly more time than others during meetings and don't take into account others' feelings or opinions.
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Visibility As A Valuable Remote Work Skill
Visibility at work is when you are included, recognized, and valued by networks within your organization. Its how you get credit for your work, get considered for advancement and build infl...
The Benefits Of More Face Time
Research found those who get more face time with management by being co-located are assigned better work assignments from their managers, are awarded promotions more frequently, and are less aware of their remote counterparts.
Many companies have learned how to integrate remote work into their business. Now is the time to set up structures to support the visibility and growth of remote teams long-term.
Creating A Digital Office That Feels Connected
There are four steps to it:
- Communicate frequently.
- Cultivate a shared identity and purpose.
- Be dependable, reliable, and accessible.
- Connect with others authentically.
To key to building a culture of visibility with your remote team is perceived proximity, where your remote team members feel connected to others mentally and emotionally. In the physical work environment, you feel comfortable talking to people, regardless of rank. However, you may feel more awkward to ping the CEO a question in chat when you've never seen them in the lunch line or said hi in the hallway.
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Key Ideas
Defining group norms
Group norms are the set of informal and formal ground rules that specify how people interact. The rules help members of the group determine how to behave. Advantages of clear g...
Intentionally create group norms
Every team has rules, but few are intentionally crafted. This could have a negative impact. For example:
- In a team of two, it's easy to create short back-and-forth emails. As more team members join, it becomes more complex keeping everyone in the loop. Emails may include reply-alls about weekend plans and real-time decision-making, leading to unread emails and lost information.
- A single individual dictates the rules for the group. He may inadvertently communicate late at night that can affect an entire company.
How to create healthy group norms
Setting up norms is easiest when the team is first created. It may take a special meeting at the start, but it saves time and diminish problems down the road.
Shifting group norms in an established team is possible, too. Cultivate positive behavioral expectations on high-functioning teams.