Consequences of Ignored Warning Signs

With day-to-day craziness, warning signs of disruption are often ignored. Communication breakdowns, strained relationships, and increasing frustration between employees and leadership create a vicious cycle that erodes trust and weakens the company from within. Managers buried under their own workloads often fail to detect these signs early enough to make a difference. The result? Disengaged employees who are 18% less productive and contribute to a 37% higher absenteeism rate, draining resources—and the worst part is, it’s preventable.

Despite their best intentions, leadership is often blind to these disruptions. Without real-time data and transparent communication, the critical issues that affect employee relationships continue unchecked. It’s not just about responding to these problems—it’s about identifying and addressing them before they become deeply ingrained and systemic.

Challenges Faced by Leadership and Managers

We’ve all felt the impact of deteriorating work relationships—whether taking the burden of additional workload because of unfilled positions or dealing with schedules that disrupt personal lives, these internal disruptions take a heavy toll on the workforce. Strained relationships with managers and the organization lead to burnout, resentment, and ultimately unwanted turnover. In fact, 70% of an employee’s relationship with a company is shaped by their direct manager. As the saying goes, people don’t leave companies—they leave managers.

Managers themselves are struggling to keep their heads above water. Tasked with balancing their responsibilities and supporting their teams, they often miss the early warning signs of employee dissatisfaction. By the time they realize something is wrong, their teams are already caught in a cycle of unproductive repetitive work.

The Data Behind Disengagement

For leadership, understanding what’s happening on the front lines is a constant battle. Without concrete data, it’s difficult to justify the need for resources to resolve relationship issues, and as a result, these internal disruptions persist and worsen.

Gallup’s research reveals that only 32% of U.S. employees are engaged at work, and that number drops to 23% globally. Disengaged employees lead to 37% higher absenteeism and 18% lower productivity. HR leaders are aware of the problem—36% say improving employee experience is a top priority—but more than half struggle to measure and address employee well-being effectively. These statistics highlight a systemic problem in how we manage employee relationships.

The Solution: Work Climate

Traditional solutions such as quarterly or semi-annual surveys offer too little, too late. Disruptions in the workplace happen in real-time, and so should the tools we use to address them.

That’s why we created Work Climate—a proactive platform that empowers managers and leaders to identify, address, and resolve the internal disruptions caused by strained relationships before they escalate. With Work Climate, employees can signal when something isn’t right, fostering transparent, meaningful conversations with managers while giving leadership actionable insights. This isn’t just another tool that adds more noise—it’s a direct response to the silent killers eroding your company’s success without introducing extra work for your people.

Real-Time Relationship Management

Annual feedback systems only scratch the surface and are often delivered too late to make a meaningful difference. Work Climate offers a real-time, continuous solution to managing employee relationships. It helps leadership stay ahead of disruptions, ensuring healthier, more transparent work relationships and enabling teams to operate at their best.

Work Climate is how we solve the most challenging aspect of workforce disruption—managing and nurturing relationships to create an unbreakable team.