As managers and leaders, we might think we are aware and have curtailed how much our actions and attitudes impact on our teams. However, when things happen, we eventually get confronted with reality and the need to ask ourselves the right questions. 

An employee exiting your team leaving behind negative feedback can be a predicted resignation for various possible reasons. But if you begin to see a pattern of tensions in your relationships with members of your team who tend in their resignations or start looking disengaged, then you need to ask yourself the right questions to discover why and how your actions and behaviour are impacting your team. 

A good first step will be to establish a diagnostic of your team, preferably through anonymous feedback (via a third party for example) as employees may not feel safe to communicate their woes openly. 

Additionally, an evaluation of the organization’s culture and policies may be needed as the root causes for turnover and disengagement may be systemic. This can be done via a Culture Needs Assessment and would help pinpoint areas for improvement, some of them quick wins, to improve employee satisfaction. 

Remember, being self-aware doesn’t mean being devoid of blind spots. It is a continuous introspection process. When team members leave or appear disengaged, it's a sign to dig deeper. Ask the right questions, gather feedback, and assess the organization's culture. Swiftly addressing the underlying issues can not only save your organization significant time and money but also spare you, as a leader, from the energy drain and emotional strain.

✨If you are struggling with a disengaged team and looking for ways to reconnect with your team members to re-energize the team, send me a message and let’s have a chat!