Summary: Creating a productive and cohesive work environment is crucial for the success of any organization. When employees cannot align around a shared vision, it can lead to various challenges and adverse outcomes. Let’s explore the repercussions of such a situation and potential strategies to address it.
Dear Dr. Sylvia,
I am thinking of quitting.
Now, I know everyone thinks about this from time to time. It feels good to consider either quitting a job or a relationship. Then, many of us take a deep breath, see the good, and keep going.
Look, not every situation is right. However, as you teach, I believe that we often quit before we learn what makes us angry, hurt, or feel discounted.
Here is where I am at the moment.
I have been at my company for the past seven years. And, yes, there have been ups and downs.
However, now, it is a slippery slope going right down to the bottom of the hill for me.
Part of the issue is that I have had my direct reports moved to other places. That isn’t very pleasant.
Yet, It is more upsetting that “they” did not include me in the discussion. I found out about the new structure and flow from an email. It felt very uncomfortable to be stripped of my authority without any conversation. Thus, my five direct reports are now elsewhere.
A lack of transparency at work is frustrating.
Only two people are making all the decisions, and the rest of the leadership team has no input.
The CEO has his “gatekeeper,” and no one, and I mean no one, can talk without his “guard” at his side.
I am not a child and have been an active and positive leader. Yet, here, no interactions. The Chief of Staff and the CEO say, “This is how it will be; now get to work.”
And “get to work” means well over 60 hours per week.
In many ways, the message is, “You are lucky to have a job.”
Huh? “You are lucky to have a job.” It sounds like a reply from the depression era of the 1930s.
I know with my skills, I can certainly get another job.
Being discounted has repercussions at work.
Yet, I have given so much to this company that I would love to have it survive and see all the employees thrive.
Everyone looks depleted. There is no positive reinforcement, and people question themselves that they are not doing enough and, thus, are failures.
It’s not a pretty picture.
I want your thoughts on what I still need to learn here or if you suggest it is time to go.
Signed,
At My Limit
Success comes when there is a shared vision at work.
Dear At My Limit,
I will do my best to help you see if there is more to learn at your present organization or if it is time to go elsewhere.
Firstly, there seems to be a power vacuum in a time when the future of work is highly contested.
Since the Pandemic, everything from a four-day workweek to the need to be in the office all the time has been called into question.
From the boomers to GenZ, everyone has their ideas. Yet, there is a power vacuum that needs attention.
Old-school thinking is, well, old! And new ways of working together are still being formed.
We are still finding the new normal at work.
As noted, coach Marshall Goldsmith says, “What got you here won’t get you there.”
From what I can gather, you and the rest of your leadership team are now part of “The Gofors.”
“The Gofors,” ah, they are those who go and do the bidding for others; they serve others with no route of discussion. Thus, there is no collaboration.
In all my years working with organizations, I believe aligning employees around a shared vision is paramount to fostering a healthy and thriving organizational culture.
However, what happens when this alignment is elusive and employees navigate the complexities of the workplace without a common direction?
The Ripple Effect of Misalignment
Here is what happens when all authority has been stripped:
Decreased Morale and Engagement: When employees lack a unified vision, it creates confusion and disengagement. Morale can plummet as individuals struggle to find meaning and purpose in their work, impacting overall job satisfaction.
Lack of Team Cohesion: Teamwork is the backbone of many successful organizations. Without a shared vision, teams may struggle to collaborate effectively, leading to inefficiencies, miscommunication, and a breakdown in trust among team members.
Inconsistent Performance: A clear vision serves as a guiding light for employees in making decisions and setting priorities. Without it, performance can become erratic, as individuals may prioritize tasks differently, leading to a lack of synergy and alignment with organizational goals.
High Turnover Rates: Employees who feel disconnected from the organizational vision are more likely to seek opportunities elsewhere. High turnover rates can cause a workforce to lack alignment, impacting talent retention and recruitment efforts.
Addressing the challenge of dysfunction at work
I wonder if it is difficult for you to speak truth to power? I wonder if this is what you need to learn. Think about if you are a pleaser rather than a truth-teller.
Perhaps you are ready to learn to face conflict and not run the other way. Often, people quit when they have to “speak the unspeakable.” You know, the sense that it is better to be safe than sorry. Think about if you are an avoider rather than an initiator.
I suggest you stay until you have taken the opportunity to speak up.
Here are some talking points to help you gain clarity about what positive and successful collaboration is like:
Communication and Transparency: Foster open communication channels where leadership shares the organizational vision and encourages feedback. Transparency can help employees understand the purpose of their work and its contribution to the larger picture.
Collaborative Goal Setting: Involve employees in goal-setting to ensure that individual and team objectives align with the vision. This cooperative approach empowers employees and creates a sense of ownership in achieving shared goals.
Leadership Development: Invest in leadership development programs that equip managers with the skills to communicate and reinforce the organizational vision. Strong leadership is essential in guiding employees and creating a positive work culture.
Regular Check-Ins and Feedback: Implement regular check-ins to assess employee alignment and gather feedback. Understand individuals’ challenges in connecting with the vision and address these concerns proactively.
The days of hierarchical leadership will not be sustained over time.
In conclusion, in today’s world, organizational success links to a united and motivated workforce. The consequences of employee misalignment are significant.
By prioritizing communication, collaboration, and leadership development, organizations can overcome the challenges of a lack of alignment and pave the way for a more cohesive and prosperous future.
To your success,
Sylvia Lafair
