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The Ripple Effect of Leadership Gaps: How Small Actions Add Up

  • Writer: Elizabeth Eldridge
    Elizabeth Eldridge
  • Aug 14
  • 4 min read
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I recently launched a new initiative called What Keeps You Up at Night. The goal is simple: I want to hear directly from leaders and all team members about the workplace challenges that weigh on them the most. These submissions will drive our blog posts, tips and ideas we share on social media and even the content in my keynotes and training sessions to explore the issues real workers are facing and provide practical guidance.

I was so pleased to receive several submissions in our first week! So, today’s blog involves a scenario that many employees will recognize: working in a department with leadership that doesn’t quite meet expectations. Even strong, talented employees can feel undervalued and unsupported, especially when small, repeated actions over time chip away at their confidence and morale.



The Big Impact of Small Actions


The scenario shared by our contributor highlights one-on-one meetings that are consistently shortened or rescheduled at the last minute. At first glance, these may seem minor — our contributor described that the infractions of their leader weren’t really “significant enough to report” — but that’s exactly what can make them so frustrating.


When issues are small and repeated, employees often end up feeling stuck. The actions are impactful enough to affect morale, confidence and motivation, yet they don’t meet the threshold for formal complaints. This leaves employees in a helpless position, forced to absorb the ongoing stress without a clear way to address it. Over time, even these seemingly minor frustrations can chip away at engagement, trust and the sense of being valued at work. Perhaps the biggest risk is that employees may start questioning their own abilities, even when they are performing at their best; his was sadly the impact for the individual who shared these insights with us.



The Ripple Effect: You're Not Alone


It’s important to recognize that when leadership falls short, the impact often extends beyond a single individual. Many colleagues may be experiencing similar frustrations, sometimes to a greater extent. This shared experience can lead to disengagement, decreased collaboration and lower overall team effectiveness.


The good news? These situations are rarely personal. Leadership teams are often managing multiple priorities and may be unaware of the cumulative effect of these actions.



What Can You Do About It?


When faced with ineffective leadership, here are a few proactive steps employees can take to protect their wellbeing and influence positive change:


  1. Keep a Record: Note situations where you feel challenged or unsupported. This can help you see patterns, clarify your own experience and provide useful context if you choose to discuss your perspective with your manager or HR.


  2. Request Feedback and Clarification: Ask for feedback on your work and progress. If meetings are often rescheduled, consider suggesting alternative formats (brief check-ins, written updates, etc.) to help maintain clear communication.


  3. Connect with Colleagues: Engaging with teammates who may be experiencing similar challenges can provide perspective and support. Focus on sharing ideas and strategies rather than venting, to foster constructive collaboration and remain solution-focused.


  4. Set Boundaries for Yourself: Protect your time and energy by clarifying what can reasonably be accomplished during meetings or projects. Setting personal boundaries helps manage stress and maintain focus.


  5. Focus on Your Professional Growth: Invest in your skills, seek mentorship or explore learning opportunities. Taking charge of your career development can help you feel empowered, even when workplace dynamics are challenging.


  6. Engage HR if Needed: If patterns persist and impact your work or wellbeing, HR can provide guidance and support. Framing your concerns around the effect on work outcomes and team effectiveness helps create a constructive conversation.



A Call to Action for Leaders


For those in leadership roles, it’s worth reflecting on how small, repeated actions impact employees over time. Effective leadership is about fostering an environment where employees feel valued, heard and supported, even amidst competing priorities. And leaders, we’d love to hear your perspective on this, too! At the heart of What Keeps You Up at Night? is the belief that sharing challenges is the first step to finding solutions. If you’re experiencing workplace challenges, big or small, we want to hear from you. Submit your scenario HERE, and it may inspire a future blog post with actionable guidance to help you and others navigate similar experiences.


A heartfelt thank you to our very first contributor for sharing their experience through What Keeps You Up at Night. Your willingness to open up about the challenges you’ve faced in the workplace makes this initiative possible and helps others see they are not alone! We appreciate your courage and insight, and we hope this post provides practical guidance and encouragement for anyone navigating similar situations.


 

Elizabeth Eldridge is a Psychological Health & Safety Consultant based in southern New Brunswick, Canada. In addition to keynote speaking and corporate training on mental health in the workplace, she supports organizations across the country on the adoption of Canada's best practice guidelines on psychological health and safety management. She is the Founder & President of Arpeggio Health Services which provides standardized education programs like Mental Health First Aid, The Working Mind, QPR Suicide Prevention and more.


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