Written on 06 August 2025.

Now, what do I do?

Do you ever feel disconnected at work?

You're trying to be professional. Stay focused. Show up as a good teammate. But then...

Your emails go unanswered.
A colleague pulls you aside to spill gossip.
You’re blindsided by a poor performance review.

Now, what do you do?

It's easy to feel unsure in moments like these, especially if it's the first time you've had to deal with this in the workplace. So, I turned to C.A.R.L. (the Cohesive Artificial Response Leader) for guidance on navigating some of these uncomfortable scenarios.

Here's what C.A.R.L. had to say.

How do I get my boss to return my emails?

C.A.R.L. says, “It sounds like you’re experiencing a challenge with communication. In Becoming a Cohesive Leader, we emphasize the importance of understanding the impact of technology on communication. It’s crucial to adapt to different communication styles and preferences. Here are a few suggestions:

Understand Preferences: Try to understand your boss’s preferred method of communication—some may prefer face-to-face meetings, phone calls, or instant messaging.
Concise Communication: Make your emails concise and to the point.
Follow-Up: Send a quick follow-up message or chat.
Alternative Methods: Schedule a meeting or call for important matters.

Effective communication is about adapting to the preferences and styles of those you’re communicating with.”

What should I do if someone wants to gossip about another employee?

C.A.R.L. says, “If someone wants to gossip about another employee, it's important to address the situation in a way that promotes a cohesive culture. According to the principles outlined in our resources, you should avoid engaging in gossip as it can erode trust and create an unhealthy work environment. Instead, you can focus on Cohesive Communication and utilize the S.E.E.D. Framework to guide the conversation:

Setting the Stage: Explain the importance of maintaining a positive and respectful work environment and how gossip can be harmful.
Emotional Connection: Make a genuine connection by acknowledging the person's feelings without agreeing with the gossip.
Engaging Self-Discovery: Encourage the person to reflect on the situation by asking open-ended questions that help them consider the impact of their words and actions.
Debriefing for Agreements: Confirm what was discussed and agree on next steps, such as addressing the issue directly with the person involved if necessary.

By following this approach, you can help steer the conversation away from gossip and towards a more constructive and respectful dialogue.”

What should I do if my boss surprises me with a poor performance evaluation?

C.A.R.L. says, “In Becoming a Cohesive Leader, we emphasize the importance of communication and understanding in such situations. If you receive a surprising poor performance evaluation, consider the following steps:

Stay Calm and Open-Minded: It's important to approach the situation with a calm and open mindset. Avoid reacting defensively.
Seek Clarification: Ask your manager for specific examples and feedback to understand the areas where improvement is needed.
Reflect and Assess: Take time to reflect on the feedback and assess your performance objectively. Identify any areas where you can improve.
Create an Action Plan: Develop a plan to address the feedback and improve your performance. Set clear goals and timelines for improvement.
Communicate: Keep an open line of communication with your manager. Regularly update them on your progress and seek additional feedback.
Seek Support: If needed, seek support from mentors or colleagues who can provide guidance and help you improve.

Remember, feedback is an opportunity for growth and development. By taking proactive steps, you can work towards improving your performance and strengthening your relationship with your manager.”

Workplace etiquette can't be boiled down to a list of dos and don'ts. There are too many possibilities to list. Instead, cohesive leaders need to focus on building a culture of respect, communication, and accountability.

When we avoid gossip, communicate with purpose, and respond to feedback with openness, we build trust. And trust is the currency of a cohesive culture.

So next time you're asking yourself, “Now, what do I do?” — remember: