Leaders, do your people enjoy coming to work? If not, that’s your fault.

Asking, “Do your people enjoy coming to work?” differs from, “Do your people enjoy their work?” Answers to the latter question are dependent on team members’ ability to find purpose or satisfaction in what they do. Answers to the former question are dependent on the job environment. Work environment is leader business. More specifically, creating a healthy work environment is a leader’s responsibility.

I’ve been blessed to have some great jobs. But in my former career, I “was living the dream.” I loved it! I had dreamed of doing that job since I was a kid. But after two years in an unhealthy work climate created by a dictatorial leader, I was beaten down. I felt lost. Yes, I still loved my job, but the thought of going to work was unnerving. In fact, I was preparing to leave that dream job…when a new leader arrived and turned the environment around. I quickly started enjoying the thought of going to work again. Not long after, I completely abandoned any intention of leaving.

Fortunately, most leaders appreciate and accept their responsibility to foster a healthy work climate. These leaders understand that establishing a positive environment has a direct impact on employee retention, job performance, and organizational success. These leaders go out of their way to put in the work necessary to build a healthy team culture, then gather timely feedback to ensure that culture is sustained.

However, there are some leaders who either ignore or fail to understand this responsibility. When this lack of understanding is coupled with a negative leadership style, an unhealthy work environment is sure to form. And when it does, employees will dread the thought of coming to work, even if they love the work they do. Employee retention will drop. “I can go somewhere else, do the same work, and be much happier,” many will say. Job performance will wane. “Why should try so hard to go a good job when nobody cares?” some will wonder. Sadly, when these things happen and questions arise, failed leaders will come up with a litany of excuses while the true roots of the problems are right under their noses.

So, how do you know if you’re successfully fostering a healthy climate for your team? There are several assessments and tools available to help, and I encourage you to find and utilize one that’s right you and your team. Meanwhile, reflect on yourself and your leadership actions. Consider these questions.

1. Do you stay engaged with your team members on important matters unrelated to the job? If not, consider taking a more relational approach when you’re present with others. Don’t take this too far, of course, but your people would appreciate knowing that you see them as more than just employees.

2. Do you take pride in being in charge and making sure your people know you’re the boss? If so, your ego is probably turning people off and making them want to avoid you.

3. Is communication within your organization clear and consistent? If not, your people are probably frustrated and unclear about what’s expected of them.

4. Do you celebrate the little wins and big wins alike? Do you give credit where credit is due? If not, your people probably feel unseen and undervalued. Nobody wants to come to work feeling invisible and worthless.

The job environment is important, and you, leader, are responsible to ensure it’s a healthy one. I get it. The work your team does is demanding. The work is exhausting. You can’t control all of that. But you can control the environment within your team. And when you get that right, your people will put in the work, no matter how demanding or exhausting. They’ll do it because they enjoy the environment. They’ll do it because they know they’re valued and respected.

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Leaders, do your people enjoy coming to work? If not, that’s your fault. was originally published in Horizon Performance on Medium, where people are continuing the conversation by highlighting and responding to this story.