The Subtle Pitfalls That Undermine Your Team

Even the best managers can make subtle missteps that negatively impact team morale and performance – but with awareness and better strategies, these pitfalls can be avoided

CREDIT: This is an edited version of an article that originally appeared in Fast Company

Despite best intentions, managers can unintentionally harm team morale and productivity. By addressing common missteps and adopting a more thoughtful leadership approach, you can cultivate a motivated and high-performing team.

The Cost of Interruptions

One of the most damaging yet unconscious behaviours managers often engage in is “selective urgency” – treating every task as equally critical and urgent. This can overwhelm your team, disrupt their focus and cause unnecessary stress. A classic example is when managers send late-night emails with a simple, “Please handle this ASAP” or frequently interrupt team members with “quick requests” that could easily wait. Before making any request, take a moment to ask yourself: Does this truly need immediate attention, and what’s the cost of interruption to my team? By being more mindful of these interruptions, you can help your team maintain focus and energy.

Stop Moving the Goalpost

Constantly changing expectations or goals is a surefire way to demoralise your team. While new ideas may seem exciting, constantly altering course can undermine the effort and time your team has already invested. For instance, imagine a team working on a product launch, only for leadership to scrap the entire plan halfway through because of a new, more urgent initiative. The team is left with wasted effort, unfinished work and disappointment. This unpredictability leads to frustration and, over time, erodes trust. To avoid this, try to stick to initial goals and communicate significant changes well in advance, respecting the work your team has put in.

Make Decisions Consistent

Inconsistent decision-making can have a detrimental impact on morale and trust. When decisions appear unpredictable or lack clear reasoning, employees are left feeling uncertain about their priorities and roles. For example, imagine a manager who changes the direction of a project without explaining why, causing confusion about what the team should focus on. This leads to disengagement, frustration and a lack of trust in leadership. To avoid this, it’s essential to make decisions based on a clear, transparent rationale and ensure that all criteria are consistently applied. When decisions are predictable and fair, team members will feel secure and motivated.

Avoid Forced Optimism

Managers who try to gloss over challenges with overly positive statements can unintentionally invalidate their team’s concerns and create a sense of detachment from reality. For example, saying, “Don’t worry, everything will be fine!” when employees are facing a significant issue can make them feel their concerns are being dismissed. While it’s important to keep morale high, it’s equally crucial to acknowledge and address problems head-on. By restating the issue and inviting feedback, you show your team that their concerns are valid and that you are committed to finding real solutions. An example would be, “I hear you say that the project timeline feels too tight. What do you think we could adjust to make this more manageable?”

Being aware of these common pitfalls interruptions can help you become a more thoughtful and effective leader. By fostering clarity, consistency and empathy, you’ll create an environment where your team can thrive and stay motivated.