Any fan of the old TV series Seinfeld will remember the classic Festivus episode, where George Costanza’s father kicks off the make-believe holiday with the “Airing of Grievances.” At dinner, each person takes turns venting about how everyone else has disappointed them throughout the year.
Lately, it feels like Festivus never ends. Instead of a once-a-year laugh, many of us are living in a constant state of grievance. Political division, economic anxiety, and a non-stop outrage cycle have left people stuck in fight-or-flight mode—and it’s bleeding into our workplaces.
Even the 2025 Edelman Trust Barometer, a well-respected annual global survey, titled this year’s report: Trust and the Crisis of Grievance. Of the 33,000 people surveyed across 28 countries, the majority expressed deep resentment toward business, government, and the wealthy—driven by worries over job security, globalization, economic instability, and technological disruption. Add income inequality, dishonest leadership, and growing support for hostile activism, and you’ve got a potent recipe for disillusionment.
So, what can leaders do? While we can’t control global events, we can shape the culture within our teams. Here are four strategies to help counteract the grievance mindset and cultivate a culture of trust, resilience, and hope:
1. Boost Transparency
When information is scarce, people will fill in the blanks—often with fear or suspicion. That’s why transparency matters. As much as possible, share how and why decisions are made, what’s driving key priorities, and the financial health of your organization.
Also, make it a habit to distinguish facts from opinions. Too often, our conversations are shaped by misinformation or echo chambers. Promoting evidence-based dialogue fosters smarter decisions and better outcomes.
And don’t forget, transparency goes both ways. Create space for feedback. Invite perspectives. Healthy dialogue, especially across differences, strengthens your team’s thinking and builds trust from the inside out.
2. Lead with Empathy
Empathetic leaders are curious. They lean in with genuine interest, seeking to understand the person—not just the performance. They make space for stories, concerns, and identities, honoring each person as more than their job description.
They also listen differently. Most of us listen to respond, rebut, or reinforce our own viewpoint. But empathetic leaders listen to understand. That requires patience, presence, and the willingness to hear what’s not being said.
Lastly, they help. Simple, yes—but not always easy. Being helpful means expending energy, offering support, and taking initiative. And it’s hard to stay resentful toward someone who’s consistently looking out for your well-being. Show up with service.
3. Make Trust a Priority
Trust isn’t a soft skill—it’s a core competency. And too often, we don’t talk about it until it’s already eroded. Make trust a visible, measurable part of your culture.
That starts with defining what trust looks like—then teaching it. Trust-building behaviors can be learned and practiced. Training your team on these fundamentals strengthens relationships and performance alike.
It also means tracking trust. Include it in your leadership dashboard. Use surveys, focus groups, and one-on-one conversations to keep a finger on the pulse of your organization’s trust levels—both internally and externally.
4. Stay True to Your Values
In an unpredictable world, your greatest power is how you choose to show up. Your values don’t matter if they’re just words on a wall—they come alive through consistent action.
Living your values gives people something to believe in. It offers hope, stability, and a shared sense of purpose. As the old saying goes, “Where there is no vision, the people perish.” Your job as a leader is to articulate that vision—and anchor it in values that inspire.
This isn’t a one-time declaration. It’s a daily discipline. Lao Tzu said it best:
“Watch your thoughts, they become your words; watch your words, they become your actions; watch your actions, they become your habits; watch your habits, they become your character; watch your character, it becomes your destiny.”
The “Airing of Grievances” may be funny on a sitcom, but in real life, resentment, disappointment, and disillusionment are serious barriers to connection and performance. As leaders, we have a choice: react to the grievance culture or rise above it.
By increasing transparency, leading with empathy, prioritizing trust, and staying grounded in our values, we don’t just survive the storms—we build teams that thrive through them.
And that’s a Festivus miracle we can all get behind.
