Hi Everyone,
I want to share a problem of a team... There are 7 members (including the manager), but they hardly talk to each other, except for work-related stuff. Even their manager has openly addressed this issue with all of them, but it has been ongoing for the past two years, despite the manager only joining a few months ago.
Can anyone provide some solutions or advice on this? I am waiting for your valuable feedback.
Regards
From India, Gurgaon
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7I want to share a problem of a team... There are 7 members (including the manager), but they hardly talk to each other, except for work-related stuff. Even their manager has openly addressed this issue with all of them, but it has been ongoing for the past two years, despite the manager only joining a few months ago.
Can anyone provide some solutions or advice on this? I am waiting for your valuable feedback.
Regards
From India, Gurgaon
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Hey, if they are individually performing well, why is the manager disturbed? What's the main reason that he wants them to interact on?
We don't have to be friends with our colleagues as long as we can perform well together, right? So try to highlight the concern, and maybe we will be able to help in a better way. Till then, start with a daily 10-minute meeting where they will be talking about work. If the manager handles it well, it will lead to interaction among team members. If they lack team spirit, formal trainings can be organized, and the trainer can be asked to give feedback to all of them individually. It will be better than a new manager telling the same things because it's more acceptable coming from a neutral source, and the team will be more comfortable with an external person. You can also organize some evening get-togethers, weekend programs, family interactions, etc.
From India, Mumbai
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We don't have to be friends with our colleagues as long as we can perform well together, right? So try to highlight the concern, and maybe we will be able to help in a better way. Till then, start with a daily 10-minute meeting where they will be talking about work. If the manager handles it well, it will lead to interaction among team members. If they lack team spirit, formal trainings can be organized, and the trainer can be asked to give feedback to all of them individually. It will be better than a new manager telling the same things because it's more acceptable coming from a neutral source, and the team will be more comfortable with an external person. You can also organize some evening get-togethers, weekend programs, family interactions, etc.
From India, Mumbai
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Hi Pranati,
Thank you for responding to my query! Firstly, to make the picture clearer, the previous manager got another role in the company itself, and a new manager joined a few months back. She finds there is a lack of cohesiveness in the team, as a few of them have problems sharing knowledge and data. This situation has been the same for the past two years. Moreover, the new manager has taken the initiative to openly address this issue, took the team out for lunch, and is planning a picnic. However, a few members are resistant to change.
I hope this helps!
From India, Gurgaon
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Thank you for responding to my query! Firstly, to make the picture clearer, the previous manager got another role in the company itself, and a new manager joined a few months back. She finds there is a lack of cohesiveness in the team, as a few of them have problems sharing knowledge and data. This situation has been the same for the past two years. Moreover, the new manager has taken the initiative to openly address this issue, took the team out for lunch, and is planning a picnic. However, a few members are resistant to change.
I hope this helps!
From India, Gurgaon
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Hi friend,
I think Pranati is correct. You have mentioned that they have been like this for two years, so it will take more time for them to settle down. The best thing you can do is to start with some gatherings, like brief meetings or weekly get-togethers as suggested by Pranati. This approach can help find a solution, but it may take some time given the situation has been ongoing for two years. You could also arrange some training sessions. It might be beneficial to have an external person handle them, as this could help your manager integrate better into the team, leading to greater satisfaction among team members.
Anyways, all the best, and please let me know if there are any other suggestions from other team members.
Regards,
Amith R.
From India, Bangalore
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I think Pranati is correct. You have mentioned that they have been like this for two years, so it will take more time for them to settle down. The best thing you can do is to start with some gatherings, like brief meetings or weekly get-togethers as suggested by Pranati. This approach can help find a solution, but it may take some time given the situation has been ongoing for two years. You could also arrange some training sessions. It might be beneficial to have an external person handle them, as this could help your manager integrate better into the team, leading to greater satisfaction among team members.
Anyways, all the best, and please let me know if there are any other suggestions from other team members.
Regards,
Amith R.
From India, Bangalore
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Remember, change is a gradual process. Each time they do something right, appreciate it. Go for treks and other overnight programs - it helps build team spirit and improves interaction. Get an external trainer as mentioned earlier. In the office, assign group tasks. Check your PMS - is it rewarding individuals or teams? Start with a 10-minute meeting. Take the whole group out for dinner with their spouses. All the best.
From India, Mumbai
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From India, Mumbai
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Hi,
You have really useful tips that I can also use. I can only say that managers are there to manage people, and problems are challenges that make us successful or not, depending on whether we solve them or not. Therefore, a new manager has to make a real effort to get to know all team members and make an impact on each of them with her leadership. She has to build a team, so the first step is to set a common goal for the team.
She should identify the strengths and weaknesses (SWOT) of the team and of the individuals as well, and set goals. Create a vision for the team and encourage open communication where team members can discuss constructively how to achieve the goals.
They need to change, but the easiest way is to make them willing participants in the change. Encourage them to initiate the change themselves, and there is a good chance they will succeed.
Always maintain a positive attitude and stay in control. Team members are like children, often testing boundaries, but they also need structure and guidance. Establish trust by making them trust you.
Good luck,
Ivana
From Croatia, Draga
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You have really useful tips that I can also use. I can only say that managers are there to manage people, and problems are challenges that make us successful or not, depending on whether we solve them or not. Therefore, a new manager has to make a real effort to get to know all team members and make an impact on each of them with her leadership. She has to build a team, so the first step is to set a common goal for the team.
She should identify the strengths and weaknesses (SWOT) of the team and of the individuals as well, and set goals. Create a vision for the team and encourage open communication where team members can discuss constructively how to achieve the goals.
They need to change, but the easiest way is to make them willing participants in the change. Encourage them to initiate the change themselves, and there is a good chance they will succeed.
Always maintain a positive attitude and stay in control. Team members are like children, often testing boundaries, but they also need structure and guidance. Establish trust by making them trust you.
Good luck,
Ivana
From Croatia, Draga
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This is a typical situation in most organizations. The individuals working under the old manager are accustomed to behaving in a manner that might have suited them.
When a new person joins either a department or an organization, one important aspect is the time taken for both to be accepted. The earlier the cycle time, the faster trust building occurs.
The intentions of the new manager may be good, but he/she has to give time to build confidence among colleagues. No subordinate will open up unless they are sure of the boss's attitude, which the manager has to demonstrate.
My experience says - you lead by example.
From United Arab Emirates, Dubai
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When a new person joins either a department or an organization, one important aspect is the time taken for both to be accepted. The earlier the cycle time, the faster trust building occurs.
The intentions of the new manager may be good, but he/she has to give time to build confidence among colleagues. No subordinate will open up unless they are sure of the boss's attitude, which the manager has to demonstrate.
My experience says - you lead by example.
From United Arab Emirates, Dubai
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