Friction as the Silent Saboteur—Why Your Team Isn’t as Effective as It Could Be

Friction within organizations often flies under the radar until it leads to a crisis—like a missed deadline, a disengaged team member, or even a key resignation. It’s easy to overlook the daily interactions and inefficiencies that gradually slow progress until they become roadblocks.

As discussed in our previous newsletter, friction is frequently a byproduct of low trust. This lack of trust can stem from unclear communication, doubts about competencies, or misaligned intentions. Left unchecked, friction erodes morale, fuels disengagement, and contributes to turnover, creating instability that disrupts performance and team dynamics.

One of the most direct consequences of low trust is employee turnover. When people lose confidence in leadership’s intentions or shared values, frustration grows and they begin seeking opportunities elsewhere. This leads to a vicious cycle: turnover creates instability, heightens workloads, and further damages trust. The remaining employees face increased pressure, which lowers morale, weakens communication, and entrenches dysfunction.

The cost of losing an employee is substantial—typically 1.5 to 2 times their salary, according to SHRM. In high-friction environments, where teams struggle to align due to poor communication and trust, disengagement spreads. When employees can’t depend on their peers or don’t trust the systems in place, they emotionally disconnect, and productivity declines.

Research from Paul Zak highlights the transformative impact of trust. In high-trust environments, companies see 50% higher productivity, 40% lower burnout, and 76% higher engagement. These environments foster longer employee tenures, as people are more satisfied, energized, and committed. By building trust, you not only reduce turnover but also create a more resilient, loyal workforce (Immersion Blog CU Leadership Training).

Practical Steps to Reduce Friction and Build Trust

Here are three actions you can take to begin reducing friction in your team:

1. Create Clarity Around Roles and Expectations Miscommunication often arises when team members are unsure of what’s expected of them. Make sure roles and goals are clear, and revisit them regularly to keep everyone aligned.
2. Foster Open Dialogue Encourage honest conversations around challenges, concerns, and successes. Regular check-ins can help surface issues before they escalate, improving transparency and building trust.
3. Model Trust and Accountability Trust starts at the top. As a leader, be transparent in your decisions, follow through on commitments, and admit mistakes. This demonstrates to your team that trust and accountability are shared values.

In the next newsletter, we’ll explore how trust operates at the organizational level, connecting leadership, strategy, and alignment to drive business success.