✨  Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️
✨  Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️

Register now

Live Webinar: Secrets to Building a Successful B2B2C Growth Flywheel
Save your spot now

The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

Visit Hr Glossaries

Team Building Challenges

Team building challenges are dynamic exercises designed to strengthen relationships, enhance communication, and foster collaboration within groups. These challenges often push teams outside their comfort zones, compelling them to work together to solve problems, overcome obstacles, and achieve shared goals.

In this glossary, we will delve into the various types of team building challenges, exploring how they can be effectively used to build more cohesive, effective, and motivated teams.

What are the most common team building challenges?

Team building is essential for fostering a cohesive and productive workplace, but it often comes with its set of challenges. Some of the most common hurdles include:

1. Diverse personalities

Balancing a variety of personalities can be tricky. Differences in temperament and working styles can lead to misunderstandings and conflicts.

2. Communication barriers

Effective communication is crucial for successful team building. Barriers can arise from poor communication skills, lack of clarity in roles, or technological hiccups, especially in remote settings.

3. Lack of trust

Trust is the foundation of all team interactions, but building trust takes time and effort. Without it, teams can struggle with openness and cooperation.

4. Engagement issues

Keeping all team members equally engaged can be challenging. Disengaged members might not contribute effectively, dragging down the morale and productivity of the entire team.

5. Resistance to team activities

Not all employees may be willing to participate in team-building activities, especially if they feel these activities are forced or irrelevant to their work.

Listen, recognize, award, and retain your employees with our Employee engagement software  

Where can team leaders find solutions to team building challenges?

Team leaders can explore several resources to find effective solutions for team building challenges:

1. Leadership training programs

These programs offer strategies and tools for overcoming common team-building obstacles and can help leaders develop skills necessary for fostering a cohesive team.

2. Books and articles

There is a wealth of literature on team dynamics and management that offers insights into successful team building. Books by experts like Patrick Lencioni, who writes about team management and organizational health, can be particularly helpful.

3. Professional consultants

Bringing in a consultant who specializes in team development can provide customized solutions and facilitate team-building activities tailored to specific needs.

4. Online forums and networks

Platforms like LinkedIn or industry-specific forums allow leaders to share experiences and advice with peers who might have faced similar challenges.

5. Team feedback

Engaging the team in discussions about the challenges they face and suggestions for improvement can also provide practical, firsthand solutions.

Who should you address team building challenges within a team?

Ideally, team building challenges should be addressed by:


  • Team leaders: As the primary facilitators of team dynamics, team leaders are responsible for identifying, addressing, and overcoming any hurdles in team building.
  • HR professionals: Human Resources can provide support and resources for team building, conflict resolution, and training.
  • All team members: Everyone on the team should play a role in building a positive team culture. Open discussions and collective problem-solving can lead to effective solutions and stronger bonds.

When should a team leader intervene to address team building challenges?

The reasons when a team leader should intervene to address team building challenges are:  

  • As early as possible: Early intervention prevents minor issues from escalating into major problems that are much harder to resolve.
  • When patterns emerge: If certain issues keep arising, it's crucial to address them before they become ingrained in the team’s culture.
  • During regular check-ins: Regularly scheduled meetings to discuss team health and dynamics can help identify and address issues before they impact performance.

Why are team building challenges more prominent in remote teams?

Remote teams face unique team-building challenges primarily due to:

  • Lack of face-to-face interaction: Physical distance can lead to feelings of isolation and disconnection among team members.
  • Communication difficulties: Without the nuances of in-person communication, misunderstandings are more likely, and building rapport can be more challenging.
  • Diverse time zones and cultures: Remote teams often span different geographical and cultural boundaries, which can complicate scheduling and influence work dynamics.
  • Technology dependency: Reliance on technology for communication can lead to issues if not all team members are comfortable with the tools or if there are technical difficulties.

How do team building challenges impact team performance?

Challenges in team building can significantly impact team performance in various ways:

  • Reduced productivity: When team members struggle to work together effectively, the time to complete tasks increases, and the quality of work can suffer.
  • Low morale: Conflicts and poor dynamics lead to a negative working environment, which can decrease motivation and satisfaction, increasing turnover rates.
  • Inefficient communication: Without clear communication, misinterpretations can lead to mistakes and rework, further impacting the team's efficiency and effectiveness.
  • Stifled innovation: Teams that don't function well together often struggle with creativity and innovation because members may feel uncomfortable sharing ideas freely.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

Quick Links

Employee Engagement solutions

Recognised by market experts