Two Things You should do if you want to create change at your organization
Dear Tanja,
We have a high level of turnover at my organization. It’s disruptive because things fall through the cracks, we aren’t meeting our deliverables, and the team morale is low. I spend my free time figuring out how to hold it all together. I’m exhausted, but I do love my job. I do not want to quit, even though most friends tell me to start looking for a new job. Am I being stubborn? Is there anything you can recommend for me to find a moment of peace and continue to be a force of change?
The consultant in me has many follow-up questions. However, I’ll put that aside and first recognize the personal effort you put into your organization and your willingness to see it succeed. You must really love that place, and it breaks my heart a little to know that you are placing so much responsibility on your shoulders.
I have a two-part response. The first response is a personal approach. The second response is organizational.
What can you do to be a force of change in your organization?
1. Draw a boundary between you and the organizational challenges.
I need you to understand that turnover, missed deadlines, and team morale do not reflect your capacity, experience, capabilities, etc. OK? Read that again, believe it, trust it. Unless you torment other employees, which doesn’t sound like it at all, the turnover has nothing to do with you.
In the moments when you begin to take ownership of things that are out of your control, take a pause. How do you know when this happens? Look within. It might be a sensation in your body, maybe tightness in your stomach. It might be shorter, quicker breaths. It might be a strong impulse to clear your agenda and take on an emergency project. Whatever the case, when you recognize this, take a pause. Give yourself a few rounds of breath. Ease the tightness in your body. Take long, slow, and deep breaths. Take a walk. Resist the urge to “fix” something.
Every time you put out the fires, you maintain chaos in your organization, enabling a broken system.
I do not know your position or level of responsibility within your organization, but regardless of those details, I can assure you that things will not change if they do not have to.
2. Voice your concern for systemic change.
Instead of fixing, what recommendations can you make?
Here is where I’d love to ask more questions before giving advice. However, it sounds like a needs assessment would greatly benefit your organization. A needs assessment can identify opportunities for organizational improvement. For example, perhaps the high turnover indicates the need for an onboarding process to train and support new hires.
You probably have many ideas about how you wish things were structured at work. Listen to them, trust yourself. What can make them a reality? How can you start to communicate the challenges and possible solutions?
There is no one-and-done solution; change takes time (and can be messy), but eventually, things will turn around with the right tools, policies, training, etc.
This is a fair warning: not all organizations are open to change. If you speak up and do not see a response or movement from your leadership team, you might begin to update your resume. Do not let it discourage you. You have skills that you can take anywhere. Always remember that. It is brave to speak up, courageous to expect change, and wise to make the best decisions for you.
I know this is all easier said than done. It will take a commitment on your end to choose yourself, prioritize your wellness, and change how you approach the challenges at your organization.
Wishing you the best!
What would you add? What will you try? Share in the comments. Let’s keep working together to keep the office vibes up!
#orgchange #consulting #employeewellness
