Don’t Wait for the Ceiling to Collapse

Most people will call a plumber at the first sign of a leaky pipe - they don’t wait until the ceiling caves in.

And yet, with teams, we often do exactly that.

We wait until people are burned out, on extended leave, quietly disengaged, or gone altogether before we decide something needs attention.

When I was in college, I studied architectural technology, and I remember a (hopefully well-meaning) friend saying to me, “You’re so lucky — you just get to draw pictures all day!” If you know anything about architecture, you’ll know how wildly off that is. It’s like saying to a plumber, “You’re so lucky — you just get to play with water all day.”

It completely misses the complexity, the problem-solving, the responsibility, and the impact of the work.

I’ve noticed a similar perception with workplace culture work — one I’ve even learned to joke about — that it’s all bowling and pizza parties. Soft. Nice to have. Optional.

That couldn’t be further from the truth.

Real culture work goes to the root of issues. It helps people see each other beyond surface assumptions and notice how their behaviour actually lands, not just what they meant. It creates space to slow down, to question the stories we tell ourselves about others, and to name intentions clearly so they don’t get lost in translation. Sometimes it’s uncomfortable. Often it’s subtle.

But it’s deeply practical.

Think about a new manager stepping into a role and making changes. From the team’s perspective, it can feel like someone has arrived and decided to change everything without caring about the people already there. From the manager’s perspective, the intention is often to find their footing, do a good job, and create a successful work environment. When that intention isn’t clearly stated, it leaves too much room for interpretation — and people tend to fill in the gaps themselves. Usually not generously.

That gap — between intention and impact — is where frustration, resentment, and disengagement quietly grow.

High turnover. Apathy. Low engagement. Even lower morale.

These aren’t rare problems. They’re incredibly common.

The good news is that being intentional — with or without a professional — can make a real difference. Sometimes it starts with something simple: ask your team what a great workplace looks like to them. Really listen. Take notes. Make changes where you can, and explain where you can’t.

Let people know you care — and show them it’s not just lip service.

Because at the end of the day, most people want the same things: to be seen, to feel valued, and to know they matter.

It’s worth imagining what work could feel like if we treated team health with the same urgency we give a leaky pipe.

Before it bursts.