Is Social Loafing the New Barrier to Your Team’s Productivity?

Imagine yourself as a project manager approaching a task with a tight deadline; you will undoubtedly bring the maximum resources to play and complete the task promptly. But if you are concerned about the negative consequences of team collaboration, you have already experienced social loafing. Team collaboration opens the door to some individuals doing more than their fair share of work, while others slack off. If you want to learn more about why this occurs and some effective ways of overcoming it, then you have landed in the right place. Read on to explore its effects and possible solutions to minimize it.

What Is Social Loafing?

Social loafing is a term from social psychology that describes the phenomenon of one or more individuals in a team putting in less effort than their teammates. The term refers to reduced effort in team situations when individuals work alone or when their performance is evaluated individually. It typically involves an individual developing a laid-back attitude to their goals and responsibilities while working as part of a team. When it decreases worker productivity, it directly impacts the company’s profits.

It may be completely camouflaged when you analyze a team’s performance as a whole, therefore scrutinizing each individual’s performance is the only way to expose it. Organizations should identify and root out the problem if they wish their productivity at an optimal level.

Types of Social Loafing

Social Loafing can cause various types of hurdles in an organization. Compromised productivity doesn’t only impact the organization’s growth, but can promote a negative work culture. Project managers and decision makers should always keep an eye out for this phenomenon. To eliminate it, you need to first understand what it looks like. There are two main types of social loafing, as described below.

The Free Rider Effect

The free rider effect is when one or more team members approaches a team task without enthusiasm. This leads them to contribute less than their fair share to the overall achievement of the group.

When the contribution of the individual differs from that of the group, it creates an imbalance in productivity. When this occurs, other team members have to make an extra effort to achieve the set goal. 

The Sucker Effect

The sucker effect is a form of a social loafing whereby the team’s top performers start to underperform as they are demotivated by free riders. When the top performers fail to meet the set goal, it causes an imbalance in productivity. .

Effects of Social Loafing

Effects of Social Loafing

Negligence and the effects of it can open the door to an organization’s downfall.  Check below for other possible consequences.

Poor Team Spirit

When an individual on the team becomes lazy and fails to contribute to the group, this may influence the other team members to follow in their footsteps. The collective failure to achieve the set goals can drastically affect the organization’s return on investment (ROI).

Negative Work Environment

The attitude of social loafers spreads negativity to the entire group. They make the entire work environment negative and bring down the team’s performance.

Hampered Organization Development 

When it continues to prevail in the organization in the long run, it will hamper the overall development of the organization and also lead to its downfall. 

Wastage of Resources

Employees participating become futile to the organization.

Demotivated Team Members

The free riders effect and sucker effect will demotivate the entire team. Employees will lose the motivation to work, if they are overburdened.

Degraded Decision-Making

It affects the decision-making efficiency in the organization as the group members fail to provide the proper input. 

Reasons for Social Loafing

If you have worked as a part of a group to achieve a larger goal, then you must be likely to experience it. Understanding the reasons behind it can help the project manager or management team identify this issue as and when it sprouts.  Check below for the explained reasons:

Lack of Motivation 

Lack of motivation is a significant reason behind social loafing in an organization. Team members who are less motivated to work or to achieve the set goal than their peers are more likely to embark on this phenomenon. Here are some reasons team members may lack motivation:

  1. Social pressure is distributed across the entire team, making it difficult to assess the efforts of individual contributors. 
  2. The individual demonstrating social loafing is usually not a team player.
    1. The individual dislikes working with other co-workers.
    2. The individual finds the team’s common goal and objective unworthy.

Lack of Accountability 

The individual may become less involved in the project if they feel a lack of responsibility and accountability for its outcome, and that their productivity does not help achieve the result.

Lack of Clarity

When the individual lacks clarity about the task, it might lead them to indulge in social loafing.

Larger Group Size 

When working in small groups, the individual typically feels valued and acknowledged for his efforts. However, in larger organisations, the person can believe that his efforts are not appreciated or do not significantly affect the outcome of his goal.

Sense of Inferiority

A beginner may suffer feelings of inferiority when working among more seasoned professionals. As new workers are still learning, it is important to provide them with training and help, as needed. Failing to provide necessary support may sabotage their confidence and cause them to indulge in this.

Complex Goals 

When employees feel the set target is impossible to achieve, then there are chances that they will engage in social loafing increase. It is the management team’s responsibility to understand and set achievable targets.

Social Loafing Examples

Examples of Social Loafing

Social loafing is a major threat to any organization. Below are some examples to help you identify it promptly:

  • When team members are asked to brainstorm a creative solution, some individuals may engage in social loafing because they assume the other team members are working toward the same goal.
  • If the expected level of productivity is not set at the beginning of a project, some people may not feel motivated to work and indulge in this
  • When a team is required to complete a task repeatedly, some team members may lose interest and become irritated because they may believe incorrectly that their efforts are not yielding positive outcomes.

How to Reduce Social Loafing at the Workplace

It can affect a team’s overall performance and can jeopardize an organization’s growth. There are several measures management can take to end and prevent as explained below.

Define Achievable Goals

Managers must strategize and set goals and objectives that the team can accomplish promptly. Goals should be easy to understand and clearly stated to every team member.

Evaluate Performance Regularly

Management should regularly evaluate the performance of the team, comparing productivity with a standard benchmark or past performance. 

Form Small Teams

Organizations must form small teams to complete projects because smaller teams tend to develop unity and team spirit while motivating the team members to complete their work on time and within budget. 

Define Roles and Tasks

If you assign each team member a role and associated tasks, each member’s contribution is easy to track. Also, by keeping tabs on who is doing what, you can learn how long it takes to complete each type of task.'[

Assign One Manager to Each Project

A project should only have one owner or project manager because having more than one owner can make team members confused and it may hinder their performance.

Give Feedback

Providing regular feedback to team members clarifies expectations and tells workers that you’re paying attention to what they’re working on. Employees will be motivated to achieve their targets when they know that their work is being monitored.

Offer an Open Channel of Communication

Daily obstacles at work are possible, and employees need their grievances to be heard and resolved. A system of open communication can let employees speak to management about their issues. 

Build a Sense of Belonging

The best way to motivate employees is to give them ownership instead of setting futile targets. When they achieve a sense of belonging, they typically perform better.

Highlight the Achievements of Individuals

You might want to highlight the performance of top performers on a team; this can motivate team members to push their limits.

Coordinate All Work in One Centralized Tool

Tracking the performance of a team promptly is an effective way to prevent employees from engaging in this phenomenon. But, avoid using multiple tools to track the performance, since this may result in shortfalls. It’s more sensible to use just one tool to track all work.

Connect Daily Work to an Organization’s Objectives

Employees need to understand how their work contributes to their organization’s end goal. Employee should be explained how and when the assigned task is expected to be delivered.

Frequently Asked Questions

What are the major causes of social loafing?

The main causes of social loafing in an organization are lack of motivation, lack of accountability, lack of clarity, and larger size groups. Project managers and business leaders must keep an eye on all of these contributing factors to root out social loafing. 

What are different types of social loafing?

Social loafing is broadly classified into two types: the free rider effect and the sucker effect. 

How can we reduce social loafing?

Organizations must provide clear guidelines to their employees, create smaller teams and build a sense of belonging amongst employees. 

Does lack of clarity influence employees to indulge in social loafing?

Lack of clarity is a significant reason for social loafing. Providing better clarity to employees can help to eradicate social loafing in an organization. 

Aditi Malhotra

ABOUT THE AUTHOR

Aditi Malhotra

Aditi Malhotra is a Content Manager at Replicon. She believes that content is the strongest bridge that connects us to our audience, and she strives to build this bridge. Replicon provides award-winning products that make it easy to manage your workforce. With complete solution sets for client billing, project costing, and time and attendance management, Replicon enables the capture, administration, and optimization of your most underutilized and important asset: time.

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