Understanding (and mitigating) social loafing

If you’ve never heard of the meaning of social loafing, you’re not alone: it can occur as part of our human nature, and while it isn’t a malicious effect, it can hamper progress. Learn how to recognize social loafing and how to nip it in the bud so your team can work more effectively.

What is social loafing?

Social loafing is the phenomenon where people in a group put in less effort in completing a task than they would if they were assigned it alone. For example, have you ever been assigned a group project in high school? Chances are, one book-smart person in your group did the bulk of the work, while others slacked off or procrastinated until the last minute. Perhaps you were that book-smart person who put in the effort!

While high school is a much different environment than your workplace, turns out this effect still lingers into adulthood. In a corporate setting, employees working on a team project might not contribute their best efforts because they may think that their contributions won’t significantly impact the outcome, or that they won’t be commended for their efforts. When there are promotions, bonuses, or company incentives on the line, the stakes are much higher than in high school.

An example of social loafing

Social loafing is also known as the Ringelmann effect, first identified by French agricultural engineer Maximilien Ringelmann in the 1890s. He observed the phenomenon by asking people to pull on a rope, and measuring the amount of force and effort they put into the task, both individually and in groups. When these people pulled as a group, their individual strength deteriorated; as their group size increased, each person put in less effort.

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The downsides of social loafing

Social loafing is the perceived psychological phenomenon that team members do less in a group setting, because each individual will assume or rely on a peer to put in more effort. When everyone in a peer group feels the same way, chances are more likely that your team might not meet its goals. This attitude can lead to reduced team productivity and efficiency.

Here are some very natural effects that can lead to social loafing.

• Placing responsibility elsewhere. In a group, individuals may feel that the responsibility for success or failure is shared, leading to reduced personal accountability and a willingness to deflect any criticism to a group instead of an individual’s efforts.
• Loss of motivation. When people work in teams, they might not get as much credit as they would otherwise—especially if there is company- or industry-wide recognition on the line. Therefore, they might not be as motivated to excel as they would when working alone.
• Free riding. We all approach work in different ways. Some individuals might rely on the efforts of others in the group, whether inadvertently or by taking advantage of these group dynamics.

How managers and team players can mitigate social loafing

Whether you’re leading a team to finish a project, or you’ve been tasked with meeting a goal, there are things that you can both do together. Key to reducing social loafing is accountability: if every member of a team knows exactly what and how much to contribute, then they can meet expectations.

• Define clear roles and expectations. Leaders should assign specific roles and responsibilities, and set clear expectations, for each person on your team.
• Foster a sense of accountability. Try your best to recognize and reward individual contributions throughout the project. Give a shout-out to your fellow teammates if you notice their efforts.
• Promote effective communication. Establish open lines of communication within the team, whether through regular meetings or feedback surveys. Foster an environment where you can discuss progress and challenges openly.
• Evaluate team size. If there are too many people working on a project, team members might assume that others will pick up the slack. Conversely, if a team is short-staffed, this adds extra stress on everyone. Constantly evaluate progress and see if anyone can contribute their expertise.
• Monitor progress and provide mentorship. Keep track of individual and team progress through performance metrics that you’ve established at the beginning of the project. This can enhance team members’ skills and motivation, while providing opportunities for growth and advancement.

Social loafing can be hard to pin down and define, but when team members feel that they aren’t actively being engaged or challenged, then you can assume that it is happening. By showing focus in leadership and recognizing the roles of everyone on your team, you can mitigate this effect and fulfill your goals and deadlines. See more tips for getting the most out of collaboration, whether it’s manifesting your goals through a vision board, or finding out when is the best time for you to be at your most productive.