Common mistakes when developing teamwork skills for employees | Safe and Sound

Not all businesses know how to effectively develop teamwork skills for their employees. Many organizations, despite their good intentions, still make common mistakes that make employees feel stressed, mentally tired and unmotivated. So what are the common mistakes when developing teamwork skills? Let's find out through this article !

Ngo Thi Sang | Master of Educational Psychology – Applied mental health care Safe and Sound

Institute of Medical Technology Applications

1. Lack of clear definition of roles and responsibilities

Unclear division of roles and responsibilities

Psychologists share that one of the biggest mistakes when working in a group is not clearly defining the roles of each member. When there is a lack of specific job assignments, members are likely to encounter the following situations:

Duplication of tasks wastes time and resources, reducing overall team performance.
Passing the buck, because it is not clear who is in charge of what part, leads to stagnation in work.
Loss of motivation to work, when some members feel their role is not important or their work is not properly recognized.

How to fix:

Create a clear work assignment chart for each member at the beginning of the project. This helps everyone understand their tasks and avoids overlapping work.
Make sure everyone understands their responsibilities within the team, not just by assigning tasks but also by clarifying expectations and performance criteria.
Hold regular team meetings to update progress, make adjustments as needed, and ensure everyone is on track.

According to psychologists, clearly defining roles and responsibilities not only helps optimize productivity but also contributes to building an effective teamwork environment, where everyone can contribute their value fairly and transparently, with a comfortable mentality.

2. Focus only on the results, ignore the process

Focus only on the results, ignore the process

Many organizations and managers are often concerned with the end result without paying attention to how the team works to achieve that goal. This can create a high-pressure environment where employees are focused on meeting targets without paying attention to how they work together. When the process is overlooked, teams are susceptible to psychological problems such as chronic stress, fatigue, loss of motivation, and reduced creativity.

Consequence:

Employees feel frustrated because they are evaluated solely on results, while their efforts and hard work throughout the process are not recognized. This can lead to frustration and a reduced sense of responsibility.
Internal conflicts can easily arise when team members race to achieve goals without regard for cooperation. Psychologists warn that when everyone tries to complete their own tasks without coordinating with their teammates, the overall work can become disjointed and ineffective.
Reduced motivation, especially when employees do not see the value of their efforts. If only the end result is the only factor being evaluated, individuals who work hard but do not achieve their goals may become discouraged and stop trying.

How to fix:

Evaluate the entire process, not just the end result. Consider effort, creativity, and collaboration among team members.
Recognize efforts and improvements throughout the team. According to psychologists, praising even small steps forward will help employees feel more motivated and continue to strive.
Encourage a culture of feedback where employees can learn from mistakes and improve their teamwork skills. An effective team should not only aim for the end goal but also adjust strategy, learn from experience and continuously develop throughout the process.

Psychologists say that when employees are only pressured by results without receiving recognition for the process, they will easily fall into a state of stress, psychological fatigue and even lose interest in work. On the contrary, if they feel that their efforts are properly evaluated, they will have a stronger motivation to work, at the same time improving team spirit and strengthening cohesion among members.

3. Not resolving conflicts professionally

Not resolving conflicts professionally

Conflict is inevitable in the process of working in a team, especially when there are differences in opinions, working styles or personal interests. However, many organizations choose to avoid conflict, hoping that the problem will disappear over time, or resolve it emotionally, based on personal opinions instead of a professional process. Psychologists share that this not only prolongs the conflict but can also lead to internal division, affecting the work performance of the whole team.

According to psychologists, if conflicts are not resolved promptly, employees may lose motivation to work, feel isolated or even have the mentality to leave the organization. An effective working group is not a group without conflicts, but a group that knows how to handle conflicts in a positive and constructive way.

How to fix:

Direct dialogue to resolve conflicts transparently: When there is a conflict, encourage the parties involved to meet to discuss frankly, instead of letting the problem linger in silence or be communicated through multiple intermediaries, which can easily lead to misunderstandings.
Learn to compromise and find a win-win solution: Psychologists suggest that instead of trying to win or lose an argument, focus on finding a solution that helps both parties achieve a common goal without anyone feeling disadvantaged.
Encourage a culture of constructive feedback rather than personal criticism: When giving feedback, focus on the specific issue and offer suggestions for improvement, rather than personal attacks or blame. This helps maintain a positive and professional work atmosphere.
Create a safe environment for employees to express their thoughts: When people feel comfortable sharing their opinions without fear of being judged, they are more likely to actively participate in finding solutions rather than avoiding problems.

Conflict is inevitable in a team, but how they handle it will determine the success and cohesion of the team. Team members will feel more comfortable knowing that conflicts will be resolved fairly, rather than being ignored or handled emotionally.

4. Not building a culture of trust and cooperation

Not building a culture of trust and cooperation

Psychologists say that in an environment where trust is lacking, employees can feel stressed and anxious about working together because they are unsure about their colleagues’ motivations or willingness to help. Psychological burnout can also occur when team members are constantly on guard, afraid of being judged, or not getting help when needed.

Signs of a mistrusting group:

Employees are reluctant to speak up in meetings, fearing opposition or not being heard.
There is always competition instead of cooperation, causing each person to focus only on personal interests instead of the common goal.
Members work in a "each person does their own part" manner, without supporting each other, leading to a lack of synchronization and reduced work efficiency.
Psychology of being afraid to admit mistakes, leading to hiding errors or shirking responsibility, instead of working together to find ways to improve.

How to fix:

Create a safe space for employees to share without fear of criticism: Psychologists suggest that managers should encourage employees to express their opinions openly, while ensuring that all views are heard and respected.
Build a collaborative work culture: Give employees the opportunity to collaborate on common projects, helping them understand that team success is more important than individual achievement.
Reward and recognize individual contributions: According to psychologists, recognition plays an important role in creating motivation. When employees feel that their efforts are appreciated, they tend to be more committed to the team.
Organize team-building activities: These activities help members understand each other better, reduce stress and fatigue, and create natural connections between colleagues.

A team that trusts each other not only works more efficiently, but also creates a positive work environment, less conflict and less psychological pressure. This helps employees maintain motivation, avoid fatigue and stress, thereby improving the performance of the whole team.

5. Not investing in teamwork skills

According to psychologists, teamwork skills need to be trained through regular training and practice. Without guidance, employees can become stressed, lose motivation to work, and even feel tired when having to coordinate with colleagues with different working styles. On the contrary, if equipped with the right knowledge and skills, they will be more confident, easily connect and promote their strengths in the group.

Consequences of not training teamwork skills:

The team was ineffective and took a long time to complete the work due to lack of coordination.
Employees are prone to conflicts, not knowing how to handle situations or poor communication leading to misunderstandings.
Lacking initiative, employees tend to work individually instead of supporting each other.
Pressure and stress increase, as people find it difficult to work together without the right skills.

How to fix:

Organize team skills training courses: Including communication skills, conflict resolution, time management and team collaboration. These courses help employees understand their roles and learn how to work more effectively.
Regularly organize team-building activities: This is an opportunity for employees to interact with each other in a pressure-free environment, thereby increasing connection and understanding each other better.
Support employees in developing necessary soft skills: such as listening, persuasion, group decision-making... to help them become more confident in working together.
Build a culture of positive feedback: Encourage employees to contribute ideas and work together to improve teamwork.

Solutions to help businesses create work motivation and build sustainable organizational culture

At Safe and Sound, we not only provide individual psychological counseling services but also accompany businesses in motivating employees and building a positive organizational culture. Through in-depth workshops on work motivation, emotional management, internal communication and mental health, we help your employees improve performance, increase engagement and feel more meaningful in their work.

In addition, Safe and Sound also provides specialized consulting services to help businesses design a working environment that supports personal development, builds effective reward systems and promotes a sustainable corporate culture.

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