Preventing top 3 causes of Team Friction

We're all human, thus there will be disagreements among team members. If you discover reoccurring problems, the first thing you should do is address them.

As learned in the PMP training, here are the three most typical sources of team conflict in your organization.

Ineffective Team Communication

Healthy team communication is essential for a project's success. Effective communication entails a straightforward and transparent exchange of all information required to execute a task.

If miscommunication becomes prevalent, team members will become anxious whenever they begin a conversation, compounding the issue. Misunderstandings are frequently caused by personal variations in communication styles. When a team lacks a unified communication style, these inconsistencies might lead to blunders that jeopardize the success of your project.

What is the solution? Have your team agree on basic communication ground rules so that all of the important information is communicated—and any ambiguity is eliminated.

Failure to communicate a task clearly, for example, might easily result in work doubling or a dependent task starting late.

Imagine putting in all that effort to complete an assignment only to discover that your colleague has done the same, implying that one of you has wasted their time. This will undoubtedly cause conflict among team members. Ineffective team communication is one of the most prevalent points of contention among team members, and it must be addressed and resolved if your team wishes to have a smooth ride while on the job.

Unclear Roles and Responsibilities

Simply keep the roles and tasks ambiguous to foster discontent among team members and watch tensions escalate.

As learned in the PMP training, roles and responsibilities that aren't clearly defined have a negative impact on the entire team and are a major source of conflict. When team members' jobs overlap, they may find themselves working on the same tasks at the same time.

As a result, there's a risk of squabbles occurring when they disagree on how something should be done, much alone who should do what.

Lack of Accountability

There are various strategies to cultivate an accountability culture in your company. Create an accountability document first.

This is a tool that clearly outlines which team member is in charge of which task, allowing liability to be determined in the event that something goes wrong. These are also known as the RAM (Responsibility Accountability Matrix).

Wins should be shared with the entire team. When a team member is accountable for the team's success, share it honestly with the rest of the team and allow individuals to take ownership of the situation. This will inspire children to take responsibility for their work, even if things don't go as planned. Also, don't forget to set a good example for others. As a team leader, you provide an example of what responsibility and accountability look like by taking responsibility for the team's failings. It's critical to clearly identify jobs and responsibilities so that there's less chance of internal dispute.

Need more insights on the same? Enroll in a PMP or CAPM exam prep today!

Richard Pierce An expert in Pmi and Iiba Certifications.