What if Discomfort is Actually a Sign to Reevaluate Workplace Culture?

Reliable staff. Poor customer service. Poor work performance. These issues are crippling across many industries today. Imagine you walk into your office, and there’s an unspoken tension in the air. Your usually reliable staff seem disengaged, customer service is suffering, and overall work performance has dipped. It’s easy to view this discomfort as a failure or a sign that things are falling apart. But what if this discomfort is actually a sign that it’s time to reevaluate your workplace culture?

Many of us, as changemakers, have already established open communication, supported our teams through challenges, and built resilience. Yet, there are times when these efforts aren’t enough, and we still face the challenge of staff leaving, shutting down, or ghosting before having crucial conversations. It’s a vicious cycle. Sales, marketing and content strategy can certainly remain a part of your retention strategy, but even more important is retaining good people.

I recently spoke with one of our leaders about staff retention, and I shared some insights to consider:

Deepen Emotional Intelligence

“Emotional Intelligence (EI) is a general assessment of a person’s abilities to control emotions, to sense, understand and react to others’ emotions, and manage relationships.”  Advanced training in EI can help your team navigate complex emotions and relationships. Despite being in an endemic, many in service-based industries are still dealing with the aftermath of the last few years. Those with higher EI are more likely to navigate conflict more favorably. Think about how understanding and managing emotions can lead to better teamwork and communication.

Strengthen Psychological Safety

Is there a feedback loop where every team member feels safe to speak up, make mistakes, and take risks? Strengthening psychological safety means creating an environment where your team feels secure enough to express themselves without fear of negative consequences. This takes time to build but is often well worth the investment.

Promote Autonomy and Mastery

Where can team members be empowered to take ownership of their projects? Are they provided opportunities to continuously develop their skills? No one likes micromanagement or boredom. Encourage your team to be involved in process improvements and give them the autonomy to make decisions. This not only boosts morale but also enhances productivity and invites in creativity and increases motivation.

Facilitate Peer Support Networks

Imagine having a space where team members can support and learn from each other. Peer support networks can provide additional layers of support and understanding. This promotes autonomy and shared responsibility, making work feel less like a job and more like a collaborative effort. What does facilitating peer support networks look like? There are several options to consider.

Implement Restorative Practices

How can you use restorative circles and dialogues to repair harm and rebuild trust? Creating rules for engagement can work wonders to “clear the air.” Sometimes, people simply need to feel heard. Restorative practices can help mend relationships and foster a more positive work environment.

Leverage Data and Analytics

Can you identify patterns and root causes of disengagement or departures to tailor your strategies? Using data and analytics to understand these patterns can help you make informed decisions and address issues more effectively. Feedback loops are crucial here!

Integrate Wellness into Work Culture

Go beyond resources by making wellness a part of your daily work culture. What can you offer as leadership to show appreciation and practical wellness support? Employee Assistance Programs (EAP), mental health days, and regular feedback surveys can all contribute to a healthier, happier workforce.

Discomfort in the workplace can often be a sign that it’s time to reevaluate and adjust your approach. By considering these strategies, you can help your team feel more connected, supported, and empowered to achieve their best work.

What other methods have you found effective in addressing workplace discomfort and fostering a positive culture? Share your thoughts in the comments below.

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