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Editorial

80 Employees, 1 Investigation and What Happens When Teams Disconnect

5 minute read
Saranne Segal avatar
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Disconnection can grow into a crisis. Learn how to identify the causes and then set a plan to course correct.

Imagine walking into an office where people avoid eye contact, whispers fill the air and the vibe is at an all-time low. The energy is off, teamwork is out the window and employees just aren't engaged. This isn't some scene from a TV show; it’s the reality for a lot of companies when their teams disconnect.

Getting employees involved isn’t just about cool perks or hefty paychecks. It starts by figuring out why this disconnection happens. Connection is the backbone of a lively workplace. 

Connection builds trust, teamwork and a feeling that everyone belongs. It pushes employees to put in their best effort. But when that connection is affected, productivity and morale take a hit, and business success starts to slide.

Recently, I was engaged by a government organization facing significant internal challenges to uncover why their team of 80 employees was in crisis. What I found wasn’t just a leadership issue or a procedural flaw, it was a systemic breakdown of connection at every level.

The Investigation: A Workplace in Crisis

The organization was experiencing a perfect storm of dysfunction. Employees were leaving in waves, grievances about workplace bullying went unresolved and productivity had plummeted. 

Distrust hung heavy in the air, leaving employees feeling disengaged and unmotivated. Teams stuck to their own corners, avoiding teamwork and communication. Leaders found it hard to connect with their employees, and attempts to solve issues felt like band aid fixes to much deeper problems.

To dig into the real issues, I conducted an in-depth workplace investigation. I sat down for one-on-one chats with about a third of the team, set up focus groups with various sub-teams and examined workplace data. What I found painted a clear picture of why teams drift apart and how to mend it.

Key Findings: The Root Causes of Disconnection

1. An Old and Unfamiliar Code of Conduct

Every workplace runs on rules and expectations. But here, employees really didn’t know the outdated Code of Conduct. 

Without clear guidelines, team members were guessing instead of following shared standards. Leadership wasn’t reinforcing these values, which left workers confused about what was OK and what wasn’t.

When people are unaware of workplace norms, they can be caught off guard by rules that are inconsistently enforced. This leads to misunderstandings and a culture without accountability. 

A good Code of Conduct shouldn’t just be a dusty document; it should be dynamic and built into the workplace culture. Regular reminders about right behavior are crucial, and leaders should lead by example.

Suggestion: Revamp the Code of Conduct to match today’s workplace standards and revisit it on a regular basis. Embed it into the company’s culture with clear and regular communication. Leaders should set the tone by modeling these behaviors.

2. A Flawed Grievance Process

Leadership often ignored or brushed aside complaints about workplace struggles, which built up a sense of distrust. Employees felt there was no accountability, which sparked rumors of favoritism and the belief that their worries didn’t matter. The result was a toxic workplace where issues grew rather than got tackled.

An ineffective grievance process erodes trust and keeps employees from coming forward with their concerns. Problems fester. Without a fair and transparent system, workers might feel silenced or scared to speak up, which only harms morale. 

When complaints aren’t properly managed, it can lead to higher turnover rates, damage to the reputation and even legal headaches for the organization.

Suggestion: Set up a clear, fair and well-communicated grievance process. Train managers on how to handle complaints fairly, making sure employees feel heard and supported. Having a structured way to deal with grievances, including clear steps for escalation, fosters trust and responsibility.

3. Isolated Teams and Lack of Collaboration

Even though they were part of the same organization, different sub-teams worked in isolation. The lack of collaboration led to waste, repeated efforts and a slowdown in innovation. Employees felt their work was separate from that of their colleagues, creating an “us versus them” mentality.

When teams keep to themselves, knowledge-sharing drops, innovation takes a back seat, and employees feel cut off from the organization’s bigger picture. Isolation can lead to a competitive mindset where teams hoard information, lowering cooperation. Breaking down these things is key to building a collaborative culture focused on shared success.

Suggestion: Create clear communication paths and structured chances for teams to work together. Organize joint meetings and shared projects to foster a more unified workplace culture. Encourage casual interactions, team-building events and knowledge-sharing sessions to bridge the gaps.

4. Weak Leadership

Not every manager knew how to lead effectively. While some had great leadership traits, others struggled with emotional intelligence and basic people skills. These gaps led to  disengagement and frustration, ultimately undermining meaningful connections between leaders and their teams.

Good leadership is crucial for keeping teams connected and engaged. Managers who lack emotional intelligence might find it hard to resolve conflicts, communicate well and create a positive work atmosphere. Employees who feel unsupported by their leaders are more likely to check out and look for jobs elsewhere.

Suggestion: Start leadership development programs that focus on emotional intelligence, active listening and conflict resolution. This will help  managers to build stronger relationships, engage their teams better and create a culture of trust and respect. Encourage leaders to seek feedback and keep improving their management style to enhance team dynamics.

Learning Opportunities

Reconnecting: The Organization's Path Forward

With these suggestions in place, the organization started crawling back to connection. Employees began to trust leadership again as real efforts were made to tackle their concerns. Regular updates about expected behaviors helped build consistency and accountability. 

The revamped grievance process reassured employees that their input counted. Team collaborations increased, paving the way for innovation and efficiency. Leadership training gave managers solid tools to engage and support their teams properly.

The early signs of change were encouraging: morale improved, resignations eased off and productivity started climbing. Most importantly, staff began feeling valued and reconnected to their workplace.

Key Takeaways for HR Leaders and Executives

The insights from this workplace investigation are relevant for any organization looking to boost team connection and engagement:

  • Regularly Check Workplace Policies: Make sure employees get the rules and expectations about behavior. Reinforce these through the actions of leadership.
  • Focus on a Fair Grievance Process: Employees need to know their concerns will be taken seriously and addressed properly.
  • Break Down Silos: Encourage collaboration across teams to boost efficiency, creativity and overall workplace morale.
  • Invest in Emotionally Intelligent Leadership: Managers must have the skills to connect with their teams and inspire them.
  • Promote Open Communication: Employees should feel at ease sharing worries, ideas and feedback without fear of backlash.
  • Commit to Ongoing Improvement: Organizational culture isn’t set in stone; regular check-ups and tweaks are essential for a healthy work environment.

Creating a Connected and Thriving Workplace

Disconnection happens over time, and so does rebuilding trust. But by tackling systemic issues, encouraging open dialogue and investing in leaders, organizations can create spaces where employees feel engaged, valued and eager to give their best.

For leaders, the message is clear: Don’t let disconnection grow into a crisis. Get proactive and check your workplace culture, improve leadership strategies and make employee connection a priority. Your team and your organization's success rely on it.

Editor's Note: Read more about fixing workplace dysfunction below:

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About the Author
Saranne Segal

Saranne Segal is a distinguished workplace mediator and lawyer with over 25 years of experience. As the managing partner of Segal Conflict Solutions, Saranne founded the firm driven by her deep understanding of how conflict can devastate relationships and organizations. Connect with Saranne Segal:

Main image: Olga Subach | unsplash
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