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“ The deepest loyalty comes when people feel seen, valued and developed.”
What would make your role more meaningful right now? l Small conversations can recalibrate big perspectives.
2. SHIFT FROM COMPLIANCE TO CO-CREATION“ You can’ t force buy-in— you have to grow it.” Organizational psychology tells us autonomy, mastery, growth and connection are core motivators. Micromanagement kills morale, while collaborative input creates a sense of ownership. ACTION: Involve staff, both individually and in groups, in shaping policies, promotions, wellness days or even scent selections. You may already be working on a new approach that you plan announce“ when it’ s time.” But you will save time later by inviting input now. It’ s okay to manage expectations. This isn’ t about promising to implement everything suggested. It’ s about listening and being open to influence and enrichment.
Consider creating“ culture squads” of younger staff to help co-design the atmosphere they want to work in.
When people help build something, they’ re more invested in keeping it strong.
3. NORMALIZE STRESS, DON’ T PATHOLOGIZE IT“ We can’ t fix what we shame or disown. We can only grow what we name and normalize.” Open, emotionally safe workplaces reduce stress and improve performance. Team members are more focused when they aren’ t hiding their struggles or pretending to be“ fine.” ACTION: Normalize conversations about stress and real-life challenges. Try leading weekly meetings with a grounding breath, a mood check or a light“ What’ s your energy level today?” scale. A leader who acts like nothing ever bothers them and that they are unerringly positive and mentally focused sends a confusing message: that there’ s no room for vulnerability or the full human experience at work.
Authenticity leads to engagement. Don’ t be afraid to go first.
4. CREATE RITUALS THAT ANCHOR AND ELEVATE“ Burnout isn’ t always from doing too much. Sometimes it’ s from doing too much without a sense of what matters, or without involving the whole self.” Spa environments already hold healing energy— so lean into it. Is there a way to use a beautiful space or feature of your workplace to create short regular moments of connection and purpose? Rituals ground the nervous system, creating cohesion and reframing the daily grind as meaningful. ACTION: Introduce brief rituals to open or close shifts— gratitude circles, intention-setting, quiet candle-lighting. Make celebrations visible. Honor birthdays, breakthroughs and acts of kindness. Simple is powerful. And if leading these activities feels uncomfortable, share that— along with your heartfelt intention. Your team will appreciate the sincerity.
Rituals increase team cohesion and individual resilience.
5. REFLECT INVESTMENT BACK TO THEM“ The deepest loyalty comes when people feel seen, valued and developed.”
Research is clear: People stay where they grow and feel appreciated— not just where they get paid. ACTION: Show personal interest in their career growth. Ask about their dreams. Offer micro-trainings, cross-training opportunities or mentor relationships. Set up a“ growth board” in the break room for encouragement, inspiration and reminders— quotes, workshop postings, recommended books or podcasts. Include a pad of sticky notes and pens so team members can post, or use a whiteboard and colorful markers.
When your team sees you investing in their evolution, their investment in performance naturally grows. n
DR. JONATHAN ELLERBY provides custom support and leadership programs to facilitate balancing accountability with the powerful tools of emotional intelligence, psychological safety, mindfulness and well-being. | jonathanellerby. com
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