It’s natural for every project to get off to a strong start, with employees highly enthusiastic and motivated, eager to complete their assigned tasks—and more.

This period—the initial phase—should be handled with great care and used to its fullest. Yet before long, team productivity begins to decline or

drops after a while.

Experts and specialists call this decline in productivity the “team midlife crisis” or the second-year performance slump. It is a phenomenon

worthy of study and attention, because if it continues to worsen, team productivity will keep falling, and the organization will make no progress at all.

Beyond all that, what causes a team’s productivity to decline and come crashing down? That’s the question we’ll do our best to answer

here. Some of the reasons include:

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1- Team support system

A company may work hard to build aبناء فرق العمل, and to carefully select the members of one team or another, yet forget to establish a system to support that team and move it

forward, while ensuring its hopes and ambitions are fulfilled. Without such a system, employees’ enthusiasm and passion for their work will not last.

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2- Team progress

It may be important—indeed, essential—to draw team members’ attention to the progress they have made and the success they have achieved together. This success and progress

will fuel their enthusiasm and encourage them to make even greater efforts.

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3- New goals

If team members continue doing routine, familiar work, they may become disengaged and lose motivation. The best way to address this challenge

is to keep setting new goals for the team, even simple ones. Achieving these goals will encourage and motivate the team.

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4- Team members’ tasks

On قائد الفريق A manager should distribute tasks among team members and direct reports in a way that ensures everyone takes on a new activity each day.

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5- Overtime and Compensation

If you ask any member of your team to take on an additional activity, or to do work beyond their usual job responsibilities

and established duties, you should compensate them for it. Otherwise, expect them to refuse or become less engaged in their work.

Finally, team leaders should understand that it is natural for their team’s productivity to decline, and that they should treat some people in a way

It should be logical and natural, and they should not shy away from it. Instead, they should address it systematically and properly so the problem can be resolved and they can move forward safely.