When people are part of a team that works together to achieve goals or meet objectives, they often develop certain shared norms and ways of interacting with one another. These can include things like how members communicate with each other, how they share responsibilities, and what kinds of behaviors are expected from them. One important aspect of these norms is that everyone involved understands what kind of emotions are appropriate for different situations. If individuals have differing views on which emotions are acceptable within the group, it can lead to tension and even conflict. This misalignment can be especially challenging when those feelings go unspoken, making it difficult for people to express themselves openly. In this article, we will explore some common reasons why emotional expectations may become misaligned within teams and how individuals cope with the resulting issues.
One reason why emotional expectations might differ among team members is due to differences in backgrounds and experiences.
Someone who grew up in a highly emotional family may feel more comfortable showing their feelings than someone who was taught to suppress them. Similarly, someone with a lot of life experience dealing with difficult circumstances may have developed a thicker skin and be less likely to take things personally than someone who is newer to the workforce. Other times, cultural differences can play a role, such as when working across borders between countries with distinct attitudes towards emotional expression.
Another factor that can influence emotional expectations is the nature of the task at hand. Some projects require intense focus and seriousness, while others allow for more lighthearted banter and joking around. It's also possible that team leaders set certain standards for behavior, either explicitly or implicitly. If one person feels pressure to maintain a certain image of professionalism, they may find it hard to let down their guard when needed.
When there is a mismatch between what individuals actually feel and what they think they should show, they can begin to feel isolated or misunderstood by their colleagues. They may try to avoid situations where those feelings come up or even keep themselves from feeling certain ways altogether. This kind of suppression can lead to stress, anxiety, and burnout over time.
It can cause problems when these pent-up emotions eventually do come out inappropriately during moments of high tension.
To address this issue, teams need to create an environment where everyone feels comfortable expressing themselves openly without fear of judgment or retribution. Leaders must listen actively to team members' feedback and ensure all voices are heard. Members should also be encouraged to give constructive criticism and share their own opinions on how to handle emotions within the group. Team building exercises that foster trust and collaboration can help build rapport among members. Individuals may benefit from seeking support outside of work if necessary, whether through therapy or other means.
Misaligned emotional expectations can cause significant issues within teams when left unaddressed. By being aware of potential causes and working together towards solutions, though, groups can establish healthy norms that promote productivity and wellbeing.
How do individuals cope when emotional expectations within a team become misaligned or unspoken?
Emotional expectations can be defined as the anticipation of how other people are likely to feel or act in a given situation (Cherry 2019). In a team setting, it refers to each individual's understanding of what their peers think or feel about them based on personal interactions with them. Misalignment occurs when these expectations fail to match reality, which often leads to frustration and confusion among members of the group.