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A manager's ability to read between the lines is an often underdeveloped skill. You have to be aware of the behaviors indicating your team's health and actively look for signs of functional and dysfunctional relationships.
Below are some strong indicators that will apply to most teams.
Before diving into the agenda, observe the chatter at the beginning of meetings. Healthy teams engage in casual conversations, sharing updates or anecdotes. Toxic teams may exhibit discomfort or minimal interaction.
Evaluate the frequency and tone of communication across channels. Healthy teams maintain regular communication with a positive tone. Be wary of abrupt shifts, prolonged silences, or unanswered questions in chats.
Note that simply addressing this matter with your team, while necessary is not enough to cause any change. You will need to address the root causes, often in 1:1 meetings.
Look out for how team members talk about each other in private settings. Do they gossip about others? In a healthy team, people are invested in the success of one another. They look to lift each other up.
Pay attention to how team members interact publicly. Healthy teams often engage in public praise and acknowledgment, while toxic behaviors may manifest as public shaming or criticism. Just be aware that constructive feedback delivered in public can be a sign of an extremely healthy team, even though in most teams it's best delivered privately.
Intervene promptly and decisively if you are witnessing public shaming. It is part of your job to set boundaries for unacceptable behavior.
Please note cultural differences here: In some cultures, public praise is encouraged, while others may prefer private acknowledgment to maintain humility.
The comfort level with humor is a telling sign. Healthy teams share jokes comfortably, fostering a positive atmosphere. In contrast, discomfort or tension may stifle shared humor.
A multicultural team may have varying thresholds for humor, with some cultures appreciating light banter and others prefer a more formal atmosphere.
It is your job to notice if the humor is making anyone uncomfortable and address it.
Healthy teams embrace opportunities to help and support each other. Watch for eagerness to collaborate and contribute to shared goals.
Be wary of dismissive attitudes and unanswered requests for help.
Use your judgment to differentiate between an unwillingness to help and an overworked, overloaded team where everybody struggles.
Evaluate the team's willingness to hold each other accountable. Healthy teams foster an environment where individuals take responsibility for their actions and expect the same from others.
Do not confuse accountability and blaming. Healthy accountability will usually happen during the project, not after the delivery.
Evaluate how decisions are made within the team. Inclusive decision-making processes that consider diverse perspectives indicate a healthy team culture.
Are all opinions listened to and given the proper deference or are some team members being dismissed?
Note the consistency in team members' contributions during meetings. Healthy teams encourage diverse voices, while dysfunctional teams may discourage input from certain individuals.
In hierarchical cultures, junior team members may be hesitant to speak up, requiring proactive efforts to include their perspectives. In some cultures people are used to not speaking until spoken to, make sure you are sensitive to these differences.
Assess power dynamics within the team. Healthy teams maintain a balance where everyone's skills and contributions are valued. Toxic teams may exhibit clear hierarchies or power struggles.
In egalitarian cultures, team members may openly challenge authority, while in hierarchical cultures, communication may follow a more formal structure.
A healthy team is adaptable and embraces change. Toxic teams may resist change or struggle to navigate transitions.
Cultures with a high uncertainty avoidance index may resist change more strongly, requiring a supportive approach to transition.
Remember these indicators are guidelines, not rigid rules. Recognizing the intricacies of human relationships within your team requires active observation and cultural sensitivity. Be mindful and learn about cultural differences around the world, especially if you are acting in a team that includes cultures different than the one you experienced so far.
By honing this skill, you empower yourself to foster a workplace where collaboration thrives. A productive team is greater than the sum of its parts.
