Managing pressure

One of the most common causes of intrinsic pressure in a team is conflict within the team itself. Most managers will recognise this and may be frustrated that their team doesn’t appear to be able to ‘just get on with each other and get the job done’. Indeed, such a situation is frustrating and an unwelcome distraction in an already busy team, but it does require careful attention to prevent further escalation.

Managers need to deal with conflict positively and help people work together through a structured review. 

The following questions may be helpful in structuring your approach:

• What are we supposed to accomplish as a team? What is our overall purpose?
• What are each of our roles and responsibilities in accomplishing that goal?
• Who does each of us need to get information from and when?
• How well are we communicating as a team? What could be better?
• If we get into trouble, who can we ask for help?
• How will we arrive at decisions?
• What strengths do each of us bring in accomplishing our goals?
• How are we going to make ourselves more accessible to one another?
• What are we doing that is blocking the resolution of this problem?
• How can we express differences without blaming others?
• Which behaviours are unproductive? Why is this happening? How is this affecting individuals and the work of the team?

This series of questions may allow you to unearth some issues that you can then explore further. It is important to address issues head-on in a professional and calm manner, relating everything back to the overall purpose of the team and what it is that you are all there to do, rather than making things personal.

Pause to reflect

Answer the following questions, covering areas for improvement noted in this module:

• How can I improve the work environment and workplace, including staff areas?
• How can I better support individual and team development?
• How can I improve individual and team recognition, without breaking the bank?