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What do you do if team members resist or hesitate when given tasks?

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As a program coordinator, you need to delegate tasks to your team members effectively and efficiently. However, sometimes you may encounter resistance or hesitation from some of them, which can affect the quality and timeliness of your deliverables. How do you handle such situations and motivate your team to perform their assigned tasks? Here are some tips to help you deal with task resistance or hesitation in your team.

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1 Identify the root cause

The first step is to understand why your team members are resisting or hesitating to do their tasks. There could be various reasons, such as lack of clarity, skills, resources, confidence, interest, or alignment with the program goals. You can use different methods to identify the root cause, such as asking open-ended questions, listening actively, observing their behavior, or conducting surveys or feedback sessions. Once you know the root cause, you can address it accordingly and communicate with your team members empathetically and respectfully.

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2 Provide clear expectations and guidance

One of the most common causes of task resistance or hesitation is ambiguity or confusion about what is expected from the team members and how they should do their tasks. To avoid this, you need to provide clear expectations and guidance to your team members when you delegate tasks to them. You can use the SMART framework (Specific, Measurable, Achievable, Relevant, and Time-bound) to define the tasks and the desired outcomes. You should also explain the purpose and the benefits of the tasks, the roles and responsibilities of each team member, the resources and support available, and the criteria and methods for evaluation and feedback.

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Mzamo Jakavula

Senior Manager: Medical Management
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As part of this process, at times it helps to adopt a bottom up approach instead of the traditional top down where management just barks orders. Consult with the team where possible and reasonable about how to execute certain tasks, and during the conversation they may offer alternative ways which are more efficient and maybe even faster. Making the team feel as part of the decision making process, feeling like they are heard, makes it easier for them to take on new tasks less hesitantly

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Sanjay Sharma

PMO/Director/Business Analysis/Service Delivery Leader
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I believe that our purpose in the workplace is not to fail. When team members exhibit hesitation toward assigned tasks, it’s essential to recognize that there could be multiple underlying reasons but inclusivity should be a top priority. Inclusivity, in this context, is considering all aspects—both personal & professional. Team members may be dealing with personal and professional factors affecting their intent and capability to handle tasks effectively. In my opinion, immediate managers cultivate both personal & professional connections. Only by understanding their unique situations can we explore alternative approaches." Remember, fostering inclusivity leads to better team dynamics, increased productivity, and overall success.

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3 Match tasks with skills and interests

Another way to reduce task resistance or hesitation is to match the tasks with the skills and interests of your team members. This can help them feel more confident, engaged, and motivated to do their tasks. You can use various tools and techniques to assess the skills and interests of your team members, such as skills matrices, personality tests, self-assessments, or career development plans. You can also involve your team members in the task allocation process and give them some autonomy and choice in selecting or prioritizing their tasks.

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4 Offer incentives and recognition

Sometimes, your team members may resist or hesitate to do their tasks because they do not see any reward or recognition for their efforts. To overcome this, you need to offer incentives and recognition to your team members for completing their tasks and achieving their goals. You can use different types of incentives and recognition, such as monetary, non-monetary, intrinsic, or extrinsic, depending on the preferences and needs of your team members. You should also make sure that the incentives and recognition are fair, consistent, timely, and meaningful.

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5 Address conflicts and challenges

Finally, you need to address any conflicts and challenges that may arise among your team members or between you and your team members due to task delegation. You should adopt a constructive and collaborative approach to resolve any issues or disagreements that may affect the performance or morale of your team. You should also provide feedback and support to your team members when they face any difficulties or obstacles in doing their tasks. You should also encourage your team members to share their concerns, suggestions, or feedback with you and with each other.

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Mzamo Jakavula

Senior Manager: Medical Management
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This is a very crucial point. Organisational culture, clash of personalities, hostile atmosphere and office politics can often lead to a toxic environment not conducive for productivity. There might be senior team members who yield influence and use it to bully or intimidate others in the team to antagonize management, which can result in team members being hesitant to comply with reasonable requests from the manager to take on tasks in fear of retribution.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Mzamo Jakavula

Senior Manager: Medical Management
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It is always important to demonstrate support to your team, and when errors are made unintentionally, to foster a culture of reflection and learning as opposed to witch hunting, finger pointing and chastising. This, and allowing the team members space to perform tasks delegated independently without micromanaging, will encourage members to be less hesitant to take on new tasks, particularly if work is distributed equally and fairly. Hard work of above par standards must always be acknowledged and where possible rewarded. But it is always important for all team members to feel valued and their roles acknowledged as an invaluable part of business processes.

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What do you do if team members resist or hesitate when given tasks?

1

2

3

4

5

6

1 Identify the root cause

2 Provide clear expectations and guidance

3 Match tasks with skills and interests

4 Offer incentives and recognition

5 Address conflicts and challenges

6 Here’s what else to consider

Program Coordination

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What do you do if team members resist or hesitate when given tasks?

1

2

3

4

5

6

1 Identify the root cause

2 Provide clear expectations and guidance

3 Match tasks with skills and interests

4 Offer incentives and recognition

5 Address conflicts and challenges

6 Here’s what else to consider

Program Coordination

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