Five Indicators of Team Breakdown

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 When team members quietly leave or request transfers, it's often a signal that unresolved issues are creating emotional fatigue, lack of trust, or disengagement. People leave teams long before they leave organizations. 

 Side conversations, nonverbal tension, silence when feedback is requested, or visible discomfort can indicate unresolved conflict or psychological safety issues. These behaviors erode group cohesion over time. 

 When emails, messages, or requests go unanswered—or receive only minimal responses—it often reflects avoidance, burnout, or a breakdown in mutual respect and accountability. 

 Sub-groups or cliques forming around certain identities (e.g., departments, tenure, identity groups) can signal a fracture in shared purpose. This dynamic leads to defensiveness, finger-pointing, and a loss of collaboration. 

 When team leaders shift into crisis management mode, withdraw emotionally, or stop addressing dysfunction, it creates a vacuum. The team may interpret this as indifference or favoritism, intensifying resentment and confusion.