Problems in a team: how to spot and solve them in 2026

The hidden cost of friction in your workplace

We have all been there. You walk into the office - or log onto your first video call of the day - and the atmosphere feels heavy. Perhaps there is a lingering silence after a specific person speaks, or maybe your project timelines are slipping because of a 'misunderstanding' that feels suspiciously like a grudge. When you start noticing problems in a team, it is rarely just one thing. It is usually a series of small cracks that, if left unaddressed, can lead to a total structural failure of your workplace culture.

In 2026, the way we work has evolved, but human nature remains as complex as ever. We are managing hybrid teams, navigating AI integration, and striving for better work-life balance. Yet, the core issues - communication breakdowns, lack of trust, and misaligned goals - still top the list of challenges for Australian HR leaders. Recognising these issues early is the difference between a high-performing squad and a group of individuals who are just watching the clock.

The good news? Most problems in a team are preventable, and almost all of them are fixable. By taking a proactive approach to culture and engagement, you can turn a fractured group into a cohesive powerhouse. Let’s dive into the most common roadblocks and how you can clear the path for your people.

1. The communication breakdown (and how to fix it)

Communication is the heartbeat of any successful organisation. When it falters, everything else begins to fail. In the modern Australian workplace, we often suffer from 'over-communication' on the wrong channels. Your team might be drowning in Slack notifications and emails, yet they still feel completely out of the loop regarding the company’s actual strategy.

Problems in a team often stem from a lack of clarity. If people do not know what is expected of them, or if they feel their voice isn't being heard, they will naturally disengage. This leads to 'silo working', where individuals focus only on their own tasks without considering how they impact the wider group. To solve this, you need to establish clear protocols for where and how information is shared.

Encourage a culture of radical transparency. This does not mean sharing every board-level secret, but it does mean being honest about challenges and goals. When you prioritise open dialogue, you create a safe space for employees to raise concerns before they become full-blown crises. If you want to dive deeper into how your people are actually feeling, using a tool like Compono Engage can help you gather honest, real-time feedback through pulse surveys, ensuring no voice goes unheard.

2. Lack of psychological safety and trust

One of the most significant problems in a team is a lack of psychological safety. This term, popularised by Harvard researcher Amy Edmondson, refers to the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. Without it, your team members will hide their errors, avoid taking risks, and stay silent even when they see a project heading for disaster.

Building trust takes time, but losing it takes seconds. Trust is eroded when leaders do not follow through on promises, or when 'favouritism' (real or perceived) starts to creep into the team dynamic. In 2026, employees value authenticity above all else. They want to work for leaders who admit when they are wrong and who defend their team when things get tough.

To foster trust, start by encouraging vulnerability. When a manager admits they don't have all the answers, it gives the rest of the team permission to be human too. Organise regular team-building sessions that focus on human connection rather than just 'work talk'. When people see each other as individuals with lives outside the office, they are much more likely to support one another through professional challenges.

3. Misaligned goals and 'role creep'

Have you ever seen two people working on the exact same task without realising it? Or perhaps a critical project fell through the cracks because everyone thought it was someone else's responsibility? Misalignment is one of the most common problems in a team, and it usually happens because roles were not clearly defined at the start.

As businesses grow and pivot, 'role creep' occurs. This is when an employee’s responsibilities expand far beyond their original job description without any formal recognition or adjustment. This leads to burnout and resentment. To prevent this, you must regularly review job functions and ensure they align with your 2026 business objectives. Everyone should be able to answer the question: "How does my work contribute to our success?"

Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals is a classic for a reason - it works. But beyond just setting them, you need to track them transparently. When everyone can see the progress the team is making, it builds a sense of shared purpose. If you find that you are constantly hiring for the wrong roles or struggling to define what you need, the Compono Hire platform can help you identify the right skills and cultural fit from the very beginning, ensuring new starters hit the ground running.

4. Conflict avoidance vs. toxic confrontation

Conflict is not inherently bad. In fact, healthy debate is necessary for innovation. However, problems in a team arise when conflict is either avoided entirely or handled aggressively. Conflict avoidance leads to 'artificial harmony', where everyone smiles to each other's faces but complains behind their backs. On the other end of the spectrum, toxic confrontation creates a hostile environment that drives away top talent.

The goal is 'productive conflict'. This is where team members feel comfortable challenging each other's ideas without it becoming personal. As a leader, you must model this behaviour. If you see a disagreement brewing, do not ignore it. Address it directly and calmly. Focus on the problem, not the person.

Training your staff in emotional intelligence and conflict resolution is a brilliant investment for 2026. Teaching people how to give and receive constructive feedback is a superpower that transforms team dynamics. Remember, it is much easier to resolve a small misunderstanding on Tuesday than a full-scale argument on Friday.

5. Poor cultural fit and 'the wrong people on the bus'

Sometimes, the problems in a team stem from a fundamental mismatch between an individual's values and the company's culture. You can have the most talented developer or salesperson in the world, but if their behaviour is toxic or they refuse to collaborate, they will eventually poison the rest of the team. This is often referred to as the 'brilliant jerk' syndrome.

Hiring for skills alone is a mistake we can no longer afford to make. In 2026, soft skills like empathy, adaptability, and collaboration are just as important as technical proficiency. When you are looking to expand your team, you need to ensure that candidates align with your core values. This isn't about hiring people who are all the same - diversity of thought is vital - but they must all be rowing in the same direction.

To ensure you are bringing the right people into your organisation, you need a robust assessment process. Using Compono allows you to look beyond the CV. By using data-driven insights to understand a candidate's personality and work style, you can predict how they will integrate with your existing team, significantly reducing the risk of future friction.

Key takeaways for a stronger team

• Prioritise transparency: Use clear channels and honest dialogue to prevent silos.
• Foster safety: Encourage a culture where mistakes are seen as learning opportunities.
• Define roles: Regularly check in to ensure responsibilities match current business goals.
• Embrace healthy conflict: Don't run from disagreements; use them to spark better ideas.
• Hire for culture: Look for value-alignment and soft skills, not just technical ability.

Addressing problems in a team is not a one-time task; it is an ongoing commitment to your people. When you invest in your team's health, you aren't just making the office a nicer place to be - you are driving productivity, retention, and long-term success.

If you are ready to take your team culture to the next level, why not book a demo with our experts today? We would love to show you how our technology can help you build and retain a world-class workforce.