How Failed Leadership Erodes Workplace Stability

“When the righteous are in authority, the people rejoice: but when the wicked beareth rule, the people mourn.”
Proverbs 29:2 (KJV)

Stable authority brings relief, order, and morale.
Failed authority brings anxiety, strain, and workplace erosion.

Most Americans spend a significant part of their lives at work; this often equates to one-third of their waking adult life. U.S. Bureau of Labor Statistics data shows that the average workweek for all private employees is about 34 hours, while workers in goods producing and trade-based industries average closer to 40 hours per week. These patterns reflect both white-collar and blue-collar sectors, with longer workweeks often seen in manufacturing, construction, transportation, and other hands-on industries where shifts are extended and the workloads are labor intensive. Statista reports similar findings, showing that full time employees in the United States consistently work around 40 hours per week on average. When people invest this much of their life in the workplace, strong leadership, trust, and stability are not optional. When people invest this much of their life in the workplace, strong leadership, trust, and stability are not optional. They directly affect employee wellbeing, performance, and workplace culture.

Trust is the foundation of every healthy workplace. Employees do not expect perfection from leaders. They do, however, expect consistency, respect, and accountability. When leadership becomes absent or unreliable, trust begins to erode quickly.

Leadership is more than a title. It requires presence, both physical and relational, along with clear communication and consistent responsibility. When those elements are missing, employees are often left with burdens they were never hired to carry, given authority for, or supported to manage.

Sometimes leadership failures look small at first. A leader assigns a task assuming the instructions are clear. The employee believes they understand and completes the assignment based on their best interpretation. Both the leader and the employee feel they are on the same page, yet the instructions may have been miscommunicated, incomplete or missing key details. The task gets done, but not in the way the leader expected. The employee feels inadequate. The leader feels ignored. Frustration grows on both sides, and communication begins to break down, often creating tension that could have been avoided through clarity, leadership follow through, and accountability.

The effects of poor leadership rarely end when the workday is over. I recently had a vivid dream shaped by workplace pressure and consistently poor leadership, reflecting how quickly trust can fracture when leaders become unpredictable and unreliable.

In the dream, there was a massive barbecue party at the office, and I was placed in charge of organizing and hosting the event. The responsibility fell entirely on me. My boss did not contribute meaningful direction or support. She simply dropped food items off at the event and expected me to prep, cook, and serve what she wanted, act as hostess, and manage the entire barbecue from start to finish. While she was present, the mood felt strained, and everyone seemed anxious, overly tense, and uncomfortable. On the surface she seemed pleasant, but it quickly became obvious that her friendliness felt forced, and the guests were uneasy with how disingenuous it seemed. It wasn’t until she left that the tension eased, the guests relaxed, and the event finally felt lighter and more enjoyable.

That dream reflects a reality many employees experience in real workplaces. When leadership creates pressure without participation, employees are often left carrying responsibility without support, authority, or clear guidance. Instead of strengthening the environment, inconsistent leadership can make the workplace feel heavier and more unstable.

Morale breaks down in predictable ways, including but not limited to, unclear expectations or direction. Employees cannot succeed when priorities shift, instructions are incomplete, and responsibility is demanded without the authority or support to carry it out. Strong communication and well-defined expectations are among the simplest ways authority figures protect morale and improve performance.

Another serious failure occurs when those in authority disregard professional boundaries altogether. When employees are expected to remain available outside of work hours through late night, early morning, or weekend texts and calls, along with assumed constant access, resentment builds quickly. This is especially important for 1099 independent contractors, who are not employees and should not be treated as if they are on call without clear contractual expectations. Healthy workplaces respect time, limits, personal and professional space.

Workplace stability also deteriorates when management becomes disengaged or frequently absent. In those situations, employees step in to keep operations moving, often taking on responsibility without the authority, resources, or recognition to do so effectively. Over time, this imbalance leads to burnout and frustration.

Disorganization is another sign of workplace failure. When authority figures do not manage basic responsibilities, employees absorb the stress and carry unnecessary burdens. What should be stable becomes chaotic, and employees begin to feel that their time and effort are being taken for granted. Workflow and performance slow or stall, which often leads to dissatisfied clients and customers.

Emotional tension also damages psychological safety. When management’s presence causes more anxiety than direction or solutions, morale and workplace confidence have often eroded, sometimes beyond repair.

What Employees Are Responsible For

Workplace dysfunction creates real strain, but individuals still have responsibilities in how they respond. No one is able to repair a broken system alone, but steps can be taken to protect professionalism, reinforce respect, support healthy boundaries, improve workflow and performance, and safeguard mental and physical health.

Seek clarity rather than assuming expectations. Communicate directly and remain steady in tone, even when management is inconsistent. Respectful boundaries are essential, especially when unhealthy patterns repeat. Documentation matters when issues become ongoing, and focusing on solutions supports productivity, stability, and a healthier work atmosphere.

Most importantly, recognize when it is time to move forward. If dysfunction persists and accountability never comes, preparing for the next step is often the healthiest and wisest response.

You may not control what those in authority above you choose to do, but you can respond with wisdom, professionalism, strong communication, and healthy boundaries.

If you are navigating a workplace that lacks structure, boundaries, or healthy leadership, Jacobs Hill Career Studio offers career guidance and professional support to help you move forward with clarity and confidence.

“For unto whomsoever much is given, of him shall be much required.”
Luke 12:48 (KJV)

Stable authority brings relief, order, and morale.
Failed authority brings anxiety, strain, and workplace erosion.

References

Statista. (2024). Average weekly working hours of full time employees in the United States. Statista Research Department. https://www.statista.com

U.S. Bureau of Labor Statistics. (2025). Average weekly hours and overtime of all employees on private nonfarm payrolls by industry sector, seasonally adjusted (Table B 2). U.S. Department of Labor. https://www.bls.gov/news.release/empsit.t18.htm

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