Factors affecting team management in 2021

Factors affecting team management in 2021

When individuals work towards a common goal, many interpersonal dynamics play a role in the successful performance of the team. Sometimes a team can collaborate well together and succeed at any project they attempt. However, COVID-19 being the one-of-a-kind situation, had led to a work crisis. It makes us wonder how much impact can isolation have on an employee’s engagement towards the organization and their colleagues.

Here are a few factors that affect team management in 2021.

1. Deep cultural change

Deep cultural change

Efficient team management does not only depend on the organization’s capacity to provide its employees with the material, IT access, well-defined roles, procedures, etc. In the context of remote working in a crisis, efficiency relies on the organization’s ability to showcase flexibility on how each team manages its own way of working to achieve the goal. This makes the difference between structural and cultural approach.

2. Receiving information on time

Receiving information on time

The coronavirus crisis has led to a radical and sudden change that requires understanding the ins and outs of the situation to integrate and take actionable decisions. This will then need to be communicated to the whole team. This is an important concept in change management as leaders take a long time to approve a common vision and action plan. When leaders make such a decision, they need to ensure that all the members of the organization have enough time for the same mindset to accept change.

3. Interpersonal trust

Interpersonal trust

Remote working has led companies to tighten control on employees. On the other hand, remote working has enabled employees to set up a functional framework. This where collaborative governance can help companies use technology as a systematic supervisory tool that can favour efficiency and productivity as the consequence of employees’ motivation and engagement towards the organization.

4. Mitigating risk

Mitigating risk

In the circumstances, if lockdown and remote working can mitigate the spread of the coronavirus outbreak, it can also have an impact on employees’ mental health as working from home becomes mandatory. Adding to this are the traditional risks at work like stress, harassment, violence or conflicts. Remote collaboration brings a new paradigm that is likely to prove that they deserve the flexibility.    

5. Reluctance to change

Reluctance to change

Companies need to accept that mistakes and errors will be made. This means that there will be IT bugs, mutual misunderstandings of people’s roles and responsibilities, procedural errors with collaborative tools, etc. This is due to the difficulty people experience when they need to bring a change in their habits, spread out of the comfort zone and adopt a new way of thinking.


As teams work together, relationships often become complex. Leaders need to find ways to resolve problems and ensure that good working relationships continue. Team development and management is a process that is aimed at improving team performance in any or all of the factors mentioned. After examining team performances, managers need to identify where the focus for team development and management needs to be.

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