Why do we enjoy drama at work?
Although most managers won’t admit it, their actions often serve to create or fuel drama at work. Why is it we talk against drama but don’t take steps to avoid it?
When change is initiated at your office, do you grimace and your first thoughts lean toward what will go wrong? Do you roll your eyes and make sarcastic comments to your peers or staff? Alternatively, do you try and see the logic behind any changes and consider what opportunities change may bring?
When you hear staff gossip or see employees whispering in a corner, how do you react? Do you lean into the gossip to hear what’s being said or insert yourself in the conversation? Do you contribute by telling what rumors you’ve heard? Or do you remind staff to focus on the work or help them refocus by turning their attention to growth or other positive messages?
When there’s an issue with a project or an individual employee, do you ignore it until you’re ready to blow or wait until enough other staff to complain before you act? Or do you step in immediately, trying to clarify expectations or concerns for project goals?
It’s easy to get sucked into the drama, even without realizing it. But it won’t go away if we continue to feed into it.
Growing organizations mean change—embrace the opportunity for the potential it brings. Even if you don’t agree with the direction, see if you can understand the logic behind it to support the intent. Strongly discourage staff gossip; step in and refocus the conversation where possible. Only supply information if it’s true and productive. Step into potential issues immediately, even if you think you don’t have time to deal with them!
As leaders in an organization, we set the tone for staff. If we provide mixed messages or ignore problems, employees will mimic that behavior. Being clear, supporting change, and focusing on growth will encourage a more positive culture.
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