Does it feel like something’s just...off with your team lately? Maybe people are quieter in meetings. Maybe collaboration has slowed down. Or maybe your high performers seem a little less motivated than they used to be.
If you’re feeling this way, you should probably trust your gut on this one.
When culture starts to slip, it doesn’t usually show up as a big, dramatic moment. It shows up in the little things: people pulling back, connections fading, and results getting fuzzy
That kind of drift adds up, and if you’re not paying attention, it gets expensive fast.
At Whirks, we work with a lot of growing teams, and we've seen how easy it is for culture to slide when no one's keeping an eye on it.
In this article, we’ll walk through five signs your culture might need a check-up, what’s behind each one, and how you can start fixing things before your best people start heading for the door.
Why Culture Has to Be More Than a Buzzword
Culture isn't about ping pong tables or casual Fridays. It's about whether your people are engaged, aligned, and committed to your mission. And that directly impacts your bottom line.
According to recent Gallup research, companies with highly engaged teams show 21% higher profitability. That's not a marginal difference. That's the gap between thriving and barely surviving.
When culture change efforts fail, most of those failures are the result of leadership issues. If your leaders aren't aligned or engaged, your team will pick up on that faster than you think.
Strategy can’t make up for a team that’s burned out, disengaged, or doesn’t trust leadership. The reality is, you need it all. But if your culture is broken, even the best strategy won't save you.
Sign #1: People Are Disengaging and It's Not Just "Quiet Quitting"
What It Looks Like: Your employees are showing up, but they're not really here. They're doing the bare minimum with no extra effort and no enthusiasm. They’re just clocking in, doing the job, and clocking out.
You might hear phrases like "I'm just doing my job" or "That's not my responsibility." They've stopped contributing ideas in meetings, and they're no longer invested in outcomes.
What's Actually Causing It: Disengagement doesn't happen overnight. It's usually the result of:
- Burnout: Your team has been running on empty for too long without relief or recognition.
- Unclear purpose: They don't understand how their role contributes to the bigger picture.
- Poor recognition: They feel invisible. Their extra effort goes unnoticed, so why bother?
- No growth opportunities: They've hit a ceiling and can't see a path forward.
How to Fix It: Start conducting stay interviews, not just exit interviews. Ask your current employees the questions you'd ask someone on their way out the door:
- What would make you leave this company?
- What keeps you here?
- What would make your job better?
These conversations give you real-time feedback before disengagement turns into turnover. Pair stay interviews with regular one-on-ones where you can offer recognition, clarify purpose, and discuss growth opportunities.
Sign #2: Team Connection Is Eroding
What It Looks Like: Your team used to collaborate naturally. Now, they barely talk to each other. Meetings feel stiff, and people work in silos. Social interactions have dried up, and there's no sense of camaraderie.
You might notice cliques forming, or worse, people actively avoiding each other. The trust that once held your team together is gone.
What's Actually Causing It: Team disconnection often stems from:
- Unresolved conflict: Small tensions were ignored until they became big divides.
- Poor communication: People don't know what's happening, who's responsible, or what's expected.
- Lack of collaboration opportunities: Your workflows don't require teamwork, so people drift apart.
- Remote or hybrid work challenges: Without intentional connection, remote teams become isolated.
How to Fix It: Intentionally create opportunities for connection. This doesn't mean forced team-building exercises that everyone dreads. It means:
- Regular team meetings where people can share wins, challenges, and updates.
- Cross-functional projects that require collaboration and shared accountability.
- Social touchpoints that feel natural, like team lunches, coffee chats, or informal check-ins.
If you have remote or hybrid teams, invest in communication tools and rituals that keep everyone connected. Make it easy for people to reach out, collaborate, and build relationships even when they're not in the same room.
Sign #3: Performance Is Declining and You're Not Sure Why
What It Looks Like: Deadlines are slipping. Quality is dropping, and mistakes are piling up. Your team used to hit targets consistently, but now they're missing the mark more often than not.
And when you ask what's going on, you get vague answers or defensive reactions.
What's Actually Causing It: Declining performance is rarely about laziness. It's usually a sign of:
- Lack of accountability: No one's holding themselves or each other to standards.
- Unclear expectations: People don't know what "good" looks like anymore.
- Misaligned priorities: Everyone's working hard, but not on the right things.
- Skill gaps: Your team doesn't have the training or tools they need to succeed.
How to Fix It: Get back to basics with clear expectations and regular performance conversations. This means:
- Defining success for each role with specific, measurable outcomes.
- Providing regular feedback, not just during annual reviews, but in real-time.
- Investing in training and development so your team has the skills to meet expectations.
- Creating accountability structures like weekly check-ins, team huddles, or progress tracking systems.
If you don't have clear job descriptions or Key Result Areas (KRAs) for each role, now's the time to create them. Your team can't hit targets they can't see.
Sign #4: Leadership Trust Is Fading
What It Looks Like: Your employees used to trust leadership. Now, they're skeptical. They question decisions, doubt commitments, and assume the worst when communication is vague.
You might hear complaints like "Leadership doesn't care" or "They say one thing and do another." Morale is low because people don't believe in the direction anymore.
What's Actually Causing It: Trust doesn't disappear for no reason. It erodes when:
- Promises aren't kept: You said you'd address something, but you didn't follow through.
- Communication is inconsistent or unclear: People feel left in the dark about decisions that affect them.
- Leadership isn't visible or accessible: Employees feel disconnected from the people making the calls.
- Values aren't lived out: What you say your company stands for doesn't match what actually happens.
How to Fix It: Rebuilding trust takes time, but it starts with these actions:
- Follow through on commitments. If you say you're going to do something, do it. If you can't, explain why and offer an alternative.
- Communicate proactively and honestly. Don't wait for rumors to fill the silence. Share what's happening, even if you don't have all the answers.
- Be present and accessible. Regular town halls, skip-level meetings, and one-on-ones show your team that leadership is engaged.
- Align actions with values. If integrity, transparency, or accountability are company values, live them out in decisions big and small.
Trust is built in the little everyday moments with follow-through, honesty, and consistency. Small habits build big trust.
Sign #5: Your Culture Is Stagnating
What It Looks Like: Nothing's really wrong, but nothing's getting better either. You're doing the same things you've always done with no new ideas. And that means there’s no fresh energy and no growth.
Your team feels comfortable, but not inspired. You're maintaining, but not advancing.
What's Actually Causing It: These are the triggers for stagnation:
- No new perspectives: You're not bringing in new voices or ideas.
- Leadership complacency: Leaders have stopped pushing for improvement or innovation.
- No recognition or celebration: Small wins go unnoticed, so momentum fades.
- Lack of hiring or turnover: Without new people, you lose fresh energy and outside perspectives.
How to Fix It: Culture stagnation requires intentional reinvigoration. Here's how you can shake things up:
- Bring new voices to the table. Hire new team members, especially from different industries or backgrounds, who can offer fresh perspectives.
- Conduct pulse surveys to track how your team is feeling week over week. Tools like 15Five make it easy to spot trends and address issues early.
- Celebrate small wins. Don't wait for the big victories. Recognize progress, effort, and growth along the way.
- Invest in leadership development. Start a leadership book club, bring in outside coaching, or create opportunities for your leaders to learn and grow together.
Stagnation doesn't mean your culture is dying. It just means it needs a little CPR with new energy, new ideas, and renewed commitment to growth.
Building a Culture That Thrives
Most businesses experience at least one of these challenges at some point. What sets resilient companies apart is their willingness to notice the signs and take culture seriously…before they start losing great people.
Here's what you need to remember:
- A healthy culture is intentional. Great cultures don't happen by accident. They're built by leaders who know culture matters and are willing to invest in it.
- Leaders set the tone, but everyone contributes. Pay attention to the symptoms. Learn to pick up on cues that people aren't OK. And help your leaders develop the skills to keep people engaged.
- Small habits build big trust. Trust is built in the little everyday things like following through and doing what you say you're going to do. Those small moments add up.
- Structure supports engagement. Clear missions, well-defined roles, SMART goals, and consistent coaching create the framework your team needs to thrive.
If you’re treating culture like an afterthought, you might be missing your biggest red flag. When your team is engaged, aligned, and committed to your mission, everything else gets easier. Profitability improves, and your best people stay.
Need Help Strengthening Your Workplace Culture?
Now you know the five signs to keep an eye on with your workplace culture and what to do about each one if it starts to slip. Disengagement, disconnection, trust issues, and stagnation are signals that something deeper needs your attention.
If any of this feels familiar, it’s time to take a closer look at what’s really going on.
Most growing companies experience culture challenges at some point. Taking action early is what separates those that bounce back from those that burn out.
At Whirks, we believe culture is the foundation of a business that thrives. And we’d love to help you build one your people want to be part of.
If you’re seeing the signs and don’t want to wait until things get worse, let’s talk. Our People Services team will help you figure out what’s working, what’s not, and what your next step should be.
Curious how everything ties together?
Check out our article “The Umbrella Model: Building Company Culture Through Values, Mission, and People.”
Topics:
