Picture this: You walk into your weekly staff meeting, armed with the agenda, a hopeful smile, and maybe a cup of coffee that screams, “I haven’t slept in two days.” But instead of being met with enthusiasm, your team seems disengaged. They avoid eye contact, their responses are curt, and there’s a weird vibe in the air. Is it just stress? Or could it be something more concerning? (Okay, maybe not sinister, but definitely something worth addressing.)
If you’ve ever felt like your RA team might be plotting a quiet rebellion, it’s time to take a closer look at what’s going on and what you can do to fix it. And yes, this has happened to so many of us
The Red Flags You’re Missing
1. Awkward Silences Speak Volumes
When your team stops talking as soon as you walk into the room, it’s not always because they were planning your surprise party. Sometimes, it’s a sign of discomfort or distrust. Maybe they feel unheard or misunderstood. Or worse, maybe they’ve started venting to each other instead of bringing their concerns to you.
2. Engagement Levels Are in the Basement
Low turnout at programs, minimal participation in meetings, or blank stares when you ask for ideas? These can all signal deeper issues. A disengaged team often feels overworked, underappreciated, or disconnected from their supervisor’s vision.
3. The Passive-Aggressive Undertones
Listen carefully. Are there jokes that feel a little too pointed? Comments like, “Well, it’s not like we were given much of a choice,” can hint at underlying resentment. While it’s normal for RAs to gripe about the job’s stress, consistent negativity could be a sign they’re frustrated with you.
Why It’s Not (Always) Your Fault
Before you spiral into self-doubt, let’s be clear: Supervising an RA team isn’t easy. You’re juggling institutional expectations, student needs, and your own sanity. Sometimes, the friction isn’t personal—it’s structural.
Systemic Challenges
Institutions often ask supervisors to implement policies or programs that may feel out of touch with what students actually need. If your team is resisting, it might be because they feel stuck between your directives and their residents’ expectations.
The Balancing Act
Being a supervisor means walking a fine line between authority and approachability. Too strict? Your team might feel micromanaged. Too lenient? They might feel unsupported. It’s a tricky dance, but one worth mastering.
How to Win Back Your Team
1. Check Yourself Before You Wreck Yourself
Take a moment for some self-reflection. Ask yourself:
- Am I micromanaging their work?
- Have I ignored their feedback?
- Do I only talk to them when something goes wrong?
Once you’ve identified potential blind spots, address them head-on. And if you’re not sure what the problem is, there’s a simple solution: ask them. Be sure to practice the active listening skills you probably trained them on. Listen to hear, not to respond.
2. Over-Communicate to Rebuild Trust
Transparency is key. Share the “why” behind decisions and invite their input. Hold regular one-on-ones to check in on how they’re feeling—not just about work, but life in general. Showing that you care about them as people goes a long way.
3. Empower, Don’t Control
Nobody likes being micromanaged. Give your RAs more ownership of their roles by letting them take the lead on programs or projects they’re passionate about. When they feel trusted, they’re more likely to step up and engage.
Preventing Future Mutinies
1. Create a Culture of Feedback
Make it clear that feedback is a two-way street. Regularly ask your team what’s working, what’s not, and how you can improve as a supervisor. Normalize open, constructive conversations.
2. Recognize Their Efforts
It’s easy to focus on what needs fixing, but don’t forget to celebrate wins—big and small. Whether it’s a shoutout in a staff meeting or a quick thank-you note, recognition boosts morale and shows your team that you see their hard work.
3. Keep It Fun
Remember, not everything has to be about work. Plan team-building activities that allow everyone to relax and connect on a personal level. Fostering camaraderie outside of duty shifts can make all the difference. When I supervised a team of RAs, I turned routine tasks into mini-competitions and made participation optional to keep it fun.
For example, I introduced a bulletin board decorating contest. I created a scoring rubric for myself, allowed the team to vote on their favorites (even if they didn’t participate), and shared the boards on social media for my network to weigh in. Prizes were announced upfront but were chosen randomly by the winners. Some prize options included: covering a night of rounds for them, creating a bulletin board on their behalf, using my budget to treat their floor to food, or simply buying them coffee.
No one’s perfect, and neither is your RA team. But with a little self-awareness, open communication, and a commitment to building trust, you can turn things around. The key is to approach challenges with humility and a willingness to grow. After all, a happy, motivated team is a productive team—and one that definitely isn’t plotting against you.
