Managing Dysfunction in the Workplace

As a consultant, I am often confronted with unhappy employees who bemoan the ills of their workplace. Many of their concerns have a real impact on their ability to contribute in creative, effective ways—after all they were hired for their competence. And yet, they find themselves hitting seemingly insurmountable barriers. So how can they best navigate these perils and stay engaged? In other words, how do you continue to care when it feels like those above you don’t? 

Analyze the system

Very often what appears to be an unnecessary barrier is part of the system within which you are operating. I do a lot of work in the field of higher education and while we often think of the joys of learning, there is also a highly developed system of internal operation that can feel foreign to many. Terms like “shared governance” and “employment classification” (tenure, adjunct, union, non-union) can make promoting a simple idea extremely challenging. Add to this the complex political culture of most colleges and universities and your good idea approached badly could alienate you from the very people who could help you most. 

Take a big picture view. How is the organizational system structured and what is the organizational culture? How do those who are successful operate within this structure and culture? 

Is the problem the person or the process? 

Good people get stuck in bad processes. Worse, good people often get blamed for bad processes. 

If it is the process, get detailed about what it involves. How did it come to be? Who oversees the process? How might the process be improved? Who would that benefit? In what way (saving money or attracting new clients)? If the process cannot be changed, is there a better way to navigate it for success? 

If it is the person, get specific about the behavior you would like to see change. Changing a personality is beyond the scope of the workplace. Behavioral change is possible. Every human has the potential to grow and change. 

What is working?

If we focus on what we don’t want, we often meet with resistance. If you are committed to change (remember relationships are two-way streets), then you’ll need to do some work on your end. No one likes to be told they are wrong, or bad, or broken and need to be fixed. People do respond well to acknowledgement and admiration for their skills and abilities. Try focusing on what the person does well. Make an effort to point it out. Consider what they could teach you and ask for their advice and help to improve your own skills. Doing so will strengthen your relationship and make it more likely that you can work toward the outcomes and changes you are truly after. And whenever they use the behavior you want, stop and acknowledge it—even if it is entirely unrelated to the changes you are working towards. 

Assess your power

Power is derived from numerous sources. For one, you likely have expert power because you were hired for your competence in your given field. What about referent power? Do people like you? Resource power? Do you have a large budget you oversee? Explore not only your sources of power but the other people you are working with and for. Then consider if, in light of this information, you are using your power effectively or if you are misusing or giving away your power? If you don’t have power, who does? How could you improve your relationship with that person to use that power for positive change? 

Am I making things worse?

Finally, consider what role you are playing in making things worse. Maybe none. But be honest. Are you constantly complaining? That’s a waste of energy. Venting leads to negative consequences—personal and organizational. Could you listen better? Ask better questions? Learn a new skill? Try to surround yourself with those who are successful and learn from them. 

If all else fails, you could leave—granted this may be difficult if others are relying on you but you only have one life and time is a resource we never recover. Just remember the adage, the grass is always greener. I have heard through the years from more than one employee who left their job for a great new opportunity only to find something different and equally challenging. The only thing we can ever truly control is our own reactions and responses. Try learning from whatever experience you find yourself in. You will become a richer person as a result.