5 Struggles Only Managers of Groups and Teams Can Relate to Deep in Their Souls

  1. Little to No Replies for Organized Team Events

So, you’ve planned carefully thought out events for the team, whether it’s exclusively for the team for a social outing, to host, for bonding, etc., and then no one replies to your e-mail. They don’t even say if they can’t make it or not. So now, you’re stuck with an abundance of snacks (GOODBYE laundry money.) that you really don’t need and precious study time.  At the very least, had the team responded you could have canceled the event and have taken care of other urgent matters.


  1. Sending Well Thought-Out E-mails with No Responses

Ever spent a good hour making sure an e-mail was full of all the information team members needed to know and do for the week? But then, no one actually does those things or follow up with questions (probably because they didn't fully read the e-mail/newsletter)? So, the deadline approaches and you’re cramming to make something shake on top of what you need to do. #STRESSFUL Tip for all members of a team:  I don't know any manager who send out newsletters just for the fun of sending them out with nonsense! We (generally speaking) just don't have that much time on our hands.


  1. Keeping Up An “It’s Okay’" Facade


You don’t want to seem like you’re yourself too seriously, but in the end, maybe you should. You want to have fun and do business, but at the same time, team expectations are still in place. Thus, it can be different to turn from "Oh, Yay! Team! Family! Fun Work Environment!" to "Team! Family! People Who Get Stuff Done Together, so Let's Get Down to Business!"  Though it’s good to establish a work environment/team environment of fun and community, I have realized managers should also establish a work environment’s work ethic and team standards/accountability.


  1. Members That Wait Until the Last Minute to Do Things



OK. It’s understandable when a team member is busy every now and again and submits something or ask for clarification last minute. But when it’s constant and you’ve been staying up long nights to accommodate, there is a point where you have to say enough is enough and either have a meeting with whomever it is about expectations, the problem/reason for the meeting, and steps to move forward.  If it continues with no reasonable explanation, this it’s time to give the position to someone else. Slacking drags the person in charge behind in his/her own personal obligations outside of work, etc. when he/she is constantly picking up another team member’s slack.


  1. Having to carry a team on top of other things

     It is extremely exhausting when you have to balance your school work, your other jobs, your social life, your health, and on top of that the obligations of team members.  What's the point of having a team, individuals not only taking on split duties but also reaping the benefits of those positions and being a part of said team, when you're basically doing the work yourself?  Basically, what I said before, except this time we're not just talking one or two individuals; we're talking a whole team of them! It seems that it is difficult to make clear the importance of taking on a position and fulfilling the obligations associated? Is it too much to ask for people to do what they are supposed to do??  What do you do when team members aren’t fulfilling their obligations without sounding like a nagging stick-in-the-mud? Without flooding their e-mails with reminders? Besides looking at the work piling up and crying yourself to sleep when you should really be studying or catching up on sleep.


    At the end of the day, managers of groups and teams who have team members that do not fulfill their obligations on a timely basis drag themselves home because of the mental, physical, and even emotional toll this takes. Don't forget that managers, too, have a life outside of work/organization management and would love to enjoy it. If you simply don't have the time or willpower to fulfill your duties, simply tell the manager of the organization, and I guarantee he or she will be happier than you continuing in this position but either not being able to or not being willing to put in the work. It's also important to be sure to recognize those members who are fulfilling their duties and even going beyond their duties because you, as a manager, understand how important and essential this is for a well-oiled, well-functioning team.

Social Entrepreneur, mentor, consultant, coach, motivational speaker and up-and-coming author; Lover of Yahweh (God) with a passion for life, dancing, Christian Ministry, natural beauty, modest fashion, social justice, learning and education, art, service work, travel, nature, business, and a good bargain or sale, and helping people to live their "best" lives by leading by example
Follow me on Instagram: @rock_n_rawrrr, and see my website, blog, and empowerment podcast: www.borntobeunique.weebly.com

You Might Also Enjoy