Exceptional teamwork is at the heart of every thriving organization. We often tend to celebrate collaboration as the main driver for innovation, resilience, and growth. But what happens when toxic dynamics begin to emerge? Those same teams that once held so much promise can slowly unravel. And the worst part of it all? These toxic dynamics often go unnoticed until the damage has already been done.
Negative and toxic behavior silently undermines effective teamwork. It erodes trust, prevents good communication, and turns once-effective teams into fractured and scattered groups. The positive news is that these dynamics can be identified and course-corrected before they cause irreversible harm. Here’s how to identify the warning signs and create a culture that eliminates negative and toxic behaviors.
Spotting Toxic Teamwork Dynamics
The signs of unhealthy teamwork dynamics can be subtle at first, but if left unaddressed, they tend to escalate quickly. Here are a few common red flags to watch for in your teams:
The Blame Game
When mistakes happen, strong and healthy teams focus on finding solutions instead of getting caught up in the blame game. Watch out for signs like team members evading responsibility or blaming others to protect themselves. These behaviors can quickly chip away at trust and accountability by putting blame ahead of progress.
Create an environment of psychological safety where mistakes are viewed as a learning opportunity. Leaders must model this by admitting their own mistakes to set the tone. After all, you can’t have innovation and growth without them.
Cliques and Fragmentation
Small groups of employees who consistently cluster together can make others feel left out. Over time, their behavior creates an “us versus them” mentality, and this atmosphere sabotages productive collaboration and reduces the diversity of ideas that make excellent teamwork powerful in the first place.
To keep these scenarios from happening, try rotating project teams regularly so people can connect across different functions. You can also encourage team-wide activities like brainstorming sessions or cross-training to help build stronger connections.
Passive-Aggressive Behavior
Indirect criticism, subtle digs, or a reluctance to voice concerns head-on create unresolved tension. These small irritations can snowball into significant conflicts over time and even be more corrosive than outright hostility.
During a recent client project, I noticed a team member who often made sarcastic remarks whenever a particular teammate shared ideas in meetings. This indirect behavior was building resentment and creating a tense atmosphere. To address it before it escalated, I met privately with both individuals. I coached them on giving respectful feedback and encouraged an open, honest conversation about their concerns. That discussion not only eased the immediate tension but also helped rebuild trust and set the stage for better teamwork moving forward.
Power Plays and Dominance
Ever been in a meeting when only a small number of voices control the entire discussion, consequently suppressing every other attendee? This behavior discourages participation, which results in groupthink and missed opportunities.
Whenever I facilitate brainstorming or problem-solving sessions with clients, I pay close attention to group dynamics. When one person dominates the discussion, quieter team members often disengage. To ensure everyone’s voice is heard, I try to take a moment to reset expectations, emphasizing that every contribution matters. By simply stopping and resetting expectations, this approach pays off when one of the quieter participants shares an insight that completely transforms the direction of the current task at hand.
The Cost of Doing Nothing
Ignoring toxic teamwork dynamics can take a serious toll on your organization. Research shows that disengaged employees cost companies $450 billion to $550 billion annually in lost productivity. And teams that lack trust or cohesion are more likely to experience high turnover, elevated stress levels, and missed deadlines.
The real danger of allowing these behaviors to continue is the lasting harm they can do to your workplace culture. People notice when toxic actions go unchecked, and it sends a message that their values and contributions don’t matter.
Over time, such behavior drives away your best performers—those who care deeply about their work and the overall team—leaving a void that’s difficult to fill.
Turning It Around
Changing unhealthy teamwork dynamics requires active leadership and a commitment to culture. Here are five actions leaders can take to build healthy collaboration and proactively prevent toxicity:
1. Start with Self-Awareness
You can’t expect transparency from your team if you aren’t willing to be vulnerable yourself. The way you show up every day sets the tone for everything else. Take a moment to reflect on your leadership style—have there been times when you’ve dismissed someone’s input or unintentionally overlooked the quieter voices in the room? Recognizing these moments isn’t about blame; it’s about growth. Self-awareness is a powerful step toward building a healthier, more connected team.
2. Act Swiftly and Decisively
Don’t wait to address toxic behavior when you see it. Ignoring the issue can often be mistaken as condoning it. Instead, have a direct but fair conversation about behavioral expectations. A private one-on-one conversation can go a long way in resolving minor issues before they escalate into much bigger problems.
3. Move Beyond the Surface in Communication
Great communication is what keeps teams connected and thriving. Help your team build these skills by investing in training that teaches them to truly listen, show empathy, and provide feedback in a way that builds trust. Remember, your actions carry more weight than mere words. Show them what great communication looks like in every interaction.
4. Champion Team Success, Not Individual Heroics
Shift incentives so that team success is rewarded as much as individual contributions. Praise teams openly when they succeed together and highlight the cross-functional efforts that made it possible. Take Google, for example—they’ve built a culture of collaboration through their well-known ‘Project Aristotle.’ At its core is the idea of psychological safety, which they’ve found to be the key to building strong, effective teams. Psychological safety is all about creating a space where team members feel safe to take risks, share ideas, and openly admit mistakes—without the fear of judgement.
5. Enforce Non-Negotiables to Drive Teamwork
A thriving team culture isn’t just about a good working atmosphere; it’s about setting clear expectations and holding people accountable to what you deem as the non-negotiables. Define behaviors that align with your organization’s values, and include them in performance evaluations. Reinforce values through actions, not just words.
The Bottom Line on Teamwork Success
Building a culture of healthy teamwork dynamics isn’t easy, but the payoff is undeniable. Teams free of toxic dynamics aren’t just more productive and cohesive; they’re also happier, more resilient, and capable of solving complex problems in creative ways.
Your team’s health isn’t something to leave to chance. By spotting red flags early, setting clear expectations, and creating a culture of respect, you can stop toxic dynamics before they take root. What otherwise destroys teams can be replaced with the kind of culture where teamwork truly shines. And that is where innovation flourishes.
Ready to build stronger, more connected teams? Start building healthier dynamics and watch your teamwork thrive. Contact us today!