Picture this: you’re actively working to foster a positive workplace culture, but managers and leaders are adopting a ‘hands-off’ approach. At first, it seems harmless, even convenient—but beneath the surface, it’s quietly wreaking havoc. Top talent? They’re slipping away unnoticed. And while you’re busy chasing other priorities, the very core of your organization is weakening—dragging down morale, productivity, and ultimately, organizational success.
A recent SHRM Culture Report reveals that three out of four American workers see management as crucial in shaping workplace culture. Alarmingly, 20% of respondents admitted to leaving a job because of organizational culture.
These findings underscore the powerful influence leaders have on the work environment. The takeaway? Leaders can’t afford to be passive about culture—it could be costing your organization more than you think.
The Hidden Costs of a Neglected Culture
You’re all too familiar with the consequences of neglecting workplace culture. You’re the first to hear employees’ complaints, witness the disengagement, and see the devastating impact of high turnover. Yet, leadership can remain disconnected from these realities, believing that culture is an organic outcome, not something to be actively cultivated. Or, they communicate the importance of culture but remain on the sidelines when it comes to accomplishing initiatives. And that’s where the real problem begins.
Increased Turnover
A study by MIT Sloan Management Review found that employees are quitting their jobs in droves because of toxic workplace culture, not low pay. Yet, without intentional effort from leadership, culture becomes inconsistent, leading employees to seek environments where they feel more valued. The cost of replacing an employee can be up to twice their annual salary—a significant financial strain.
Low Employee Engagement
Only 34% of employees report being actively engaged in their work, according to Gallup. Leadership’s lack of involvement in shaping culture contributes to this, resulting in lower productivity, absenteeism, and ultimately, poorer performance. You’re left trying to mend the disengagement, often without the backing of those at the top.
Poor Employer Branding
Organizations with weak cultures develop a reputation that spreads quickly, affecting their ability to attract top talent. A study from Glassdoor shows that 77% of job seekers consider an employer’s culture before even applying. You’re tasked with fixing the damage once it’s already done, but without leadership’s active engagement, you’re fighting an uphill battle.
Culture Isn’t a Set-It-and-Forget-It Task
Culture doesn’t thrive on its own. Leadership’s hands-off approach assumes that employees will foster a positive environment on their own, but without guidance, it’s easy for silos, cliques, and toxic behaviors to take root. Suddenly, you’re dealing with complaints of bullying, unfair treatment, and low morale, while leadership questions why turnover rates are rising.
The hard truth is this: leaving culture on autopilot is like planting a garden and never tending to it. While you may still grow some flowers, it is more likely that the weeds take over, and the flowers wither.
How You Can Take Control
Getting leadership to actively engage in culture initiatives can feel like shouting into a void. You’re fighting to build a culture where employees thrive, but without leadership’s involvement, it feels like you’re working with one hand tied behind your back.
What we’ve found over the years is that they often haven’t been provided the tools they need to support culture initiatives and actively impact the work environment.
This is where we come in.
By partnering with your HR team, we’ll align leadership with the cultural vision you’ve been striving to achieve. Our manager cohort program is designed to bridge the gap, ensuring that leaders at all levels are equipped to contribute to a positive, thriving workplace culture.
Together, we design custom programs and strategies that empower leaders to play an active role in shaping the workplace culture—so you’re not solely responsible. We’ll create opportunities for open dialogue, train managers to lead with empathy, and establish systems to measure cultural progress.
It’s time to get leadership out of the passenger seat and into the driver’s seat when it comes to culture. The long-term cost of staying hands-off is far too high.
Together, we’ll create a thriving, positive environment where every employee feels valued—and your bottom line will reflect that success
PS: Don’t miss our FREE webinar, “Developing Leaders that Create and Sustain a Positive Work Environment,” on November 12th at 10am PT. It’s worth 1 SHRM PDC—register now!
The post Why leadership’s ‘Hands-Off’ approach to culture is costing you more than you think appeared first on Civility Partners.
“We are committed to helping your organization meet its goals by partnering with you to develop and deliver systemic solutions to negative workplace behaviors. We will partner with you to build a positive and healthy work environment so your employees can thrive.
We don’t focus on the corrective actions involving eradication of problems and negativity, we focus on finding solutions that create a safe and civil workplace – and there’s a difference. Focusing on solutions creates preventative and sustainable change.
Negative and aggressive workplace behaviors are systemic. In order to effectively remove them, holistic and system-wide solutions that are tailored to your organization and focused on prevention, not correction, are required.”
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