When individual goals conflict with team goals (e.g., a rep incentivized to close as many deals as fast as possible, while the team is judged on long-term client value), tension builds that hurts both.

How to align them

• Individual metrics should be a component of the team goal, not a separate criterion that can pull against it
• Visibility — everyone can see how their individual contribution feeds into the overall result
• Avoid a situation where an individual bonus rewards behavior that hurts the shared goal

When both levels are visible in one system, it’s easier to catch a conflict early and fix it, rather than later trying to figure out why the team “isn’t working together” even though everyone individually looks productive.

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