What energy sucking behaviors are you tolerating? Apathy in the workplace is infectious and, left unattended, can destroy productivity, employee morale and ultimately the health of the business. When leaders choose to turn their backs on conflicts rather than addressing them, they breed a culture of indifference and complacency.
Tolerating poor performance or unprofessional behaviors can spread like wildfire and will affect the entire company if left unaddressed. Your indifference as a leader will contribute to mixed messaging.
Below are a few examples of what apathy looks like:
Strong leadership can shift an apathetic culture into one that is thriving and caring. If you want a positive work environment that encourages creativity and cooperation, start by being the leader willing to make the change.
Start by encouraging conversations.
Avoid trying to fix everything at one time, instead start small. Also, keep in mind that often there is more going on behind the scenes so work to be open to what that may be.
Some conversation starter ideas to shift away from a culture of apathy include:
Assess. Get real and assess the situation. Take the pulse of the behaviors and document what is being excused or tolerated. Stay disciplined enough to recognize it’s not personal.
Focus. Usually there is more than one behavior that needs attention; however, to make strides toward favorable resolutions, be sure to foster positivity and communicate success rather than belittlement or judgment.
Clarify. The real issue at hand is most likely something unrelated to the behavior, so try to understand and gain clarity of the root issue. Avoid making assumptions, since that leads to further conflict.
Gauge. If something taking place in their personal life is affecting their impact at work, gauge the situation and then assess what resources are available to support the employee.
Measure. How big is the problem? What’s the potential impact? Reach out to one or two trusted team members to gain more understanding and then listen carefully and without preconceived notions.
Acknowledge. Are there skills or talents that the person has that are not being acknowledged? Everyone has admirable traits so regardless of what is happening, those positive things should be taken into account.
Communicate. Come up with a plan of action and ask for the person’s commitment to participate. If the individual feels supported rather than criticized or judged, they are more likely to respond positively. Let them know if they have a complaint to verbalize it and not let it fester and blow into something worse.
Your company’s culture can shift by addressing behaviors, groupthink, apathy and low morale. If you want an environment that is filled with productivity, positivity and team members who are contributing, then it starts with you.
“Culture is a direct result of employees’ behaviors. Most likely the leaders’ behaviors”
The time you invest in reevaluating what you are allowing will be well worth it, and in the process, your leadership effectiveness will be strengthened.
If you and your team need guidance to break the cycle of apathy, consider investing in a coach or find a mentor who can give you strategies that work. If you are curious about working with me, let’s have a conversation. Contact us to schedule a complimentary consultation at http://maricarmenpizarro.com/contact-mari-carmen/
