Call it the need for turning around a dysfunctional team or creating a high performing one, every leader who has taken charge of a group of people knows that sometimes interventions are required. 

Even with the best of intentions, problems in how a team operates can drastically affect the outcomes that they need to achieve.

Here are 10 steps you can take to turn around the most dysfunctional team. Take each step one after the other or pick and choose whichever one suits your situation best. Whatever you do, don’t let the current situation continue. Stop the self-destruction of the team while you can.

1 Get rid of non-performers

You’ll save yourself a lot of time and goodwill with your team members if you immediately get rid of those who don’t add any benefits.

There will be a shift in energy and a change in the way your team comes together.

2 Fill your team with people with the right attitude

Teams only work well when everyone feels they are working as one and not being slowed down by others.

3 Be clear of your vision and what you need to do to achieve it

Teams can fall apart if they don’t know exactly where they stand with respect to their final destination.

Use milestones to help your team track their progress to the overall goal.

4 Make your ideas theirs

Instead of instructing people what to do, communicate with them and let them be part of the decision-making process.

Keeping the team actively involved in decision making motives them to work harder.

5 Be generous with praise

Praise is something everyone wants and it’s one of the easiest things to give. A simple ‘thank you’ or ‘good job’ can go a lot further than you might think.

Acknowledge improvements that you see your team members make and let them know their hard work does not go unnoticed.

6 Schedule regular face time with team members

If you maintain the notion of an ‘open door policy’ then stick to your word.

Leaders with the best teams understand the importance of ‘checking in’ and openly communicating with every team member.

7 Conduct your performance reviews

Performance reviews are great ways to communicate with employees and understand how they perceive they stand within your team.

Performance reviews are huge predictors of team performance and help both the team member and leader understand and appreciate the other.

8 Hold individuals accountable

Call out team members who aren’t pulling their weight. The rest of the team will appreciate you for it.

Deal with them honestly and with discretion. Provide them with constructive criticism.

9 Give the team recognition and small rewards

Recognise every single team member for the hard work that they contribute.

Think small for sustainable rewards. Try publicly recognising someone in a company meeting, inter-company games or rotating trophies.

10 Share the ups and downs

When your company or team does well, celebrate. It is a great way to let everyone know that you’re thankful for his or her hard work.

Share disappointments too. If you expect high performance, your team deserves to know where the company stands. The most important key point: always be honest.

Paul Keijzer is an innovative business leader and an HR professional. He is the CEO and managing partner of Engage Consulting in Malaysia, Pakistan and UAE, where his focus is on helping top teams with leadership strategies and talent management in Asia's emerging markets.

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