Leading Through Work Crushes and Team Instability
By Dannie-Lu Carr
Most leaders, at some point, encounter what’s known as the work crush. Unlike the Hollywood depiction, this scenario unfolds in subtler ways. When a new team member arrives, they often become the hero who is expected to fix everything. Despite a rational understanding of this unrealistic expectation, it happens frequently, especially during times of intense change.
The excitement around a fresh face and the hope for transformation become particularly compelling after teams have faced difficult restructuring or are feeling burnt out. However, this mindset creates new problems instead of solutions. By placing collective hopes on one individual, trust can erode, morale may decline and loyalty can shift away from those already present.
Leaders may find themselves emotionally and strategically investing more in newcomers, convinced they will bring insights that others have missed. The desire for a champion is understandable, but effective leadership recognises the contributions and abilities of the entire team, not just the latest hire. This can lead to several key issues:
1. The efforts and potential of existing team members may be overlooked, resulting in lost valuable insights and experience.
2. The newcomer may be set up for failure. No-one can overhaul a complex organisation alone, leading to exhaustion and eventual resentment.
3. The wider team feels destabilised. When focus and opportunity concentrate on the new starter, others may begin to feel undervalued or invisible. This short-lived excitement gives way to instability, draining energy for excellence.
Leadership stories often glorify an inspiring figure who saves the day. In reality though, situations are usually messier. Idealism is tempting, while honest, practical leadership is far more challenging. True resilience hinges on confronting uncomfortable realities rather than indulging in wishful thinking.
Pinning hopes on new starters can distract from what actually works. Behaviours like avoidance, ghosting and misplaced optimism send the wrong messages. Efforts become invisible, new ideas are overvalued, and hard truths are neglected. Trust is built on clear actions and substance, not on toxic idealism.
Certain dynamics can make the idealism surrounding new hires more prominent, particularly during turbulent times. Here are just some of the factors that may amplify this idealism:
Financial Turbulence: Economic pressures often lead to heightened anxiety, making teams look to newcomers as potential saviours.
Staff Turnover: High turnover can diminish morale and erode trust among existing team members, amplifying excitement for new hires.
Restructuring: Major organisational changes can create an eagerness for fresh perspectives, enabling unrealistic hopes to latch onto newcomers.
Fatigue: When teams face overwhelming pressure, they may project their aspirations onto new arrivals, misaligning expectations with reality.
Five Practical Shifts You Can Apply
1. Apply Real-Time Appraisal: Regularly evaluate what is working and what isn’t. Clear communication is vital. For example, if a project stalls, address it openly: “When work goes quiet, everyone gets stuck. Please share barriers quickly next time.”
2. Recognise Contributions Everywhere: Ensure that the contributions of seasoned team members aren’t overshadowed by those of newcomers. Highlight those who tackle client issues or meet deadlines.
3. Integrate New Starters: Set realistic onboarding goals, distributing opportunities across the team, rather than building excessive expectations around a single individual.
4. Challenge Wishful Thinking: If you catch yourself anticipating a complete overhaul from a new starter, take a moment to assess: ‘What is the real challenge we face, and who should lead this work?’
5. Foster Reliability: Make reliability a cornerstone of team operations. Regular check-ins, consistent follow-ups and open conversations about dropped commitments are essential.
In a fast-moving world, it’s easy to hope for quick wins through fresh hires or ideal scenarios. Yet true leadership stems from honest conversations, visible efforts and daily reliability. Recognising who is genuinely doing the work and integrating new team members realistically is crucial. Trust is built through honesty, acknowledgment and meaningful actions. Leadership is not about achieving perfection but about confronting reality and guiding others through it. Commit to being the leader who anchors trust and commitment, particularly in turbulent times. Such dedication is essential for cultivating resilience and achieving team success.