You and your team have been working remotely for quite some time. And in the beginning things were going pretty well. You were checking off all the boxes. Getting all the tactical things completed.

But, now that you’ve been in the mode for awhile and see that you’ll likely be here for awhile longer, you’re starting to become concerned. You’re seeing a lack of problem solving, higher level thinking and creativity. Ultimately, you’re concerned with the lack of motivation growing in your team.

If your employees are experiencing burnout at work, that likely says more about your workplace, than it actually does about your employees.

Let me tell you a story and then give you some research that may change your perspective on burnout.

The story —

Struggling with holding employees accountable? You’re not alone.

Accountability is often discussed and rarely done well.

Failure to hold people accountable allows toxic behaviors to go unchecked. And, ultimately, can create a toxic culture.

My garden has been a source of joy this year (especially for my son), but I’m realizing that I’m making one obvious mistake.

As we bring the veggies in each day, we’ve been putting the harvest ON TOP of the harvest from the day before.

“There is no such thing as bad employees, just bad managers.”

This quote is probably the most controversial statement that I find myself making over and over.

I say it not because it’s true.

Though it mostly is.

I say it because as leaders, this is the mindset you must have. (And too many don’t.)

Remember those “Eat This, Not That” books? These were my inspiration for this post, but instead it’s the Company Culture Edition.

• Give employees attention, not feedback.

• Appreciate the value someone brings, not the hours he spends at work.

• Focus on strengths, not weaknesses.

The way you make people feel at work is crucial to your ability to have a successful business.

See, many people view culture as icing on the cake — something fun that you can do when things are going well. But, the truth is, it’s more like your entire operating system.

Forcing people to have “fun” does not create good company culture.

If companies are relying on ping pong tables, company picnics, and award ceremonies to prove they have great company culture, we’re in trouble.

So, forget culture.

Are you worried about saying the right thing?

One-on-one meetings with your employees can be a drag when you spend most of the time flapping YOUR gums.

When really — what you ask is far more important than what you say.

Here are some questions that will help you to have better conversations with your employees —

A few weeks ago Brené Brown interviewed Dr. Lerner for her podcast and Dr. Lerner mapped out some ways to listen non defensively. I think it’s important for us to use these tips not only in a one-on-one setting, but also as we consider more global issues.

Recognize your defensiveness.

I once got some surprising feedback from an employee’s spouse.

It wasn’t particularly negative or positive. Just surprising.

And in that moment my paradigm as a leader changed.

10 Things you won’t regret doing as a leader —

1. Expressing gratitude for your team

2. Setting aside time to talk with team members one-on-one

Leaders, create the kind of culture you’d want your kids to work in.

If the increased loyalty, productivity, profitability, customer service, etc. aren’t reason enough to make you want to improve your company’s culture — do it for the kids.

Are you a fair-weather leader?

A 7 question assessment —

Be honest with yourself.

TRUE or FALSE

I take responsibility when my teams make mistakes.

I am comfortable approaching conflict head on.

The person that “never” returns calls.

The person that gossips.

The person that monitors every moment of their employees’ time.

The person that works long hours and makes sure everyone knows it.

If this is quote is true, why do we care about company culture?

Simple —

A TRULY great company culture creates excellent managers.

Leaders, words are important:

It’s not why haven’t you done this — it’s how can I help

It’s not failure is not an option — it’s what’s next if we fail

It’s not we’ve always done it that way — it’s tell me more

It’s not nice job — it’s you were so patient with that customer today, I admire that

I’m not just wearing rose-colored glasses or trying to conjure some sort of mindset magic. (Though mindset is important.)

Here’s the thing —

There are lots of ways this could go wrong. Employees could feel:

Disconnected

Unstable

Unsupported

If you don’t know what turtling is, well, it’s not really that scientific, don’t worry.

When things get crazy, a turtle hides in his shell to minimize any risk to himself.

As I talk with leaders about how they have felt for the last month or so, many of them tell me about this natural inclination to hide in their shells.

If there has ever been a time to celebrate small wins it’s now.

I don’t know about you, but I could use a reminder of the good right now.

Moreover, the Progress Principle suggests that managers have more influence than they may realize over employees' well-being, motivation, and creative output. And that celebrating wins (even small ones) supports progress and productivity.