What was needed …
A mid-sized organization had begun to experience increasing tension, disengagement, and rising turnover across several teams. While leadership sensed that something in the workplace climate was off, the signals were fragmented and often contradictory. Informal feedback pointed to issues of trust, communication breakdowns, and uneven leadership practices, but there was no shared understanding of root causes or priorities for action.
Recent internal feedback had raised concerns about morale and psychological safety, and senior leadership recognized that acting on assumptions or isolated complaints could do more harm than good. They needed a clear, evidence-based picture of what employees were experiencing, along with practical guidance on how to move forward in a way that would stabilize the organization and rebuild confidence.
Leadership engaged Merge to conduct an independent workplace climate review and provide objective insights and recommendations.
What Merge did …
Merge began by meeting with senior leaders to understand the organization’s history, current pressures, and the specific concerns that had prompted the review. These conversations helped clarify expectations, boundaries, and desired outcomes for the engagement.
She then designed and conducted a structured climate review that included confidential one-on-one interviews and small group discussions with employees across roles and levels. The emphasis was on creating a safe space for people to speak candidly about what was working, what was not, and where trust had begun to erode.
Throughout the process, Merge remained neutral and external, asking probing but respectful questions to surface patterns rather than isolated incidents. She analyzed themes related to leadership behaviour, communication practices, workload pressures, role clarity, and interpersonal dynamics, paying particular attention to how these factors were affecting morale, engagement, and retention.
What were the results …
At the conclusion of the review, Merge prepared a comprehensive report summarizing key findings and identifying the underlying factors shaping the workplace climate. The report translated qualitative feedback into clear themes and outlined practical recommendations that leadership could act on immediately and over time.
Her recommendations focused on:
- Addressing specific leadership behaviours that were contributing to mistrust or disengagement
- Strengthening communication and decision-making clarity
- Reducing ambiguity around roles, expectations, and accountability
- Rebuilding psychological safety through visible leadership actions
- Prioritizing issues that required urgent attention versus those requiring longer-term change
Leadership reported that the review provided clarity they had been lacking and helped move conversations from speculation to constructive action. With a shared understanding of the issues and a roadmap for next steps, the organization was able to begin stabilizing relationships, restoring confidence, and setting the foundation for healthier working dynamics going forward.
