It may not be your fault but it is your responsibilty

Has the enthusiasm you once had for your job deteriorated?

Do you struggle with certain work relationships?

Do you find your mood at work fluctuates throughout the day or week?

Take yourself back to when you started your current job, what mindset did you have? Stressed, demotivated, overtired and short-tempered? Or did you start out energetic, ambitious, patient, and enthusiastic? Most of us embark on new roles with the best of intentions, aiming to make a positive impact on the team, the business and ourselves.

So, why is it that over time, the person who accepted the job transforms into someone unrecognisable? And, more importantly, who is responsible for this change?

You are entitled to have the odd bad day, week or month but overall your work should be marked by fulfilment and enthusiasm. When collaborating with others, you also bear a responsibility to be an approachable and cooperative colleague and employee. This does not entail becoming the life and soul of the office, but it does mean being aware of your behaviour in various settings, whether it’s in meetings, on the phone, through email, or even in the office kitchen.

Workplaces are intricate environments teeming with individuals from diverse backgrounds, upbringings, values, and life perspectives. To a large extent, management and HR oversee this environment, but for it to thrive, each employee must work in favour of it.

Consider it this way: picture playing a team sport and sustaining an injury without informing your coach or teammates. What kind of impact could this injury have on your performance and team morale? Is it fair for your teammates and coach to expect the same level of performance and enthusiasm as before? And who on the team should take the responsibility for recognising, communicating, and seeking treatment for the injury?

Realising that you no longer hold the mindset you began the role with requires some introspection. This shift may be influenced by factors outside of your control, such as ineffective management, a toxic work environment, or a business in decline. Alternatively, it could be the result of personal issues, where you are more accountable; like a troubled romantic relationship, burning the candle at both ends, or debt issues.

Nevertheless, one constant remains: the responsibility to recognise, identify, and address the issue ultimately falls on your shoulders. It may not be your fault but it is your responsibility.

Assigning responsibility is not about attributing blame but addressing the problem at its root. There you can work to either resolve and restore your initial mindset or help transition to a healthier place and, in some cases, a more conducive environment if the issue at your current workplace proves irreparable.