No Consequences? No change...

When Your Hands Feel Tied and You're Not Sure What To Try

But Julie, I can't fire them. What else can I do?

Let’s get real for a moment.

You care deeply.

You’ve had the talks.

You’ve made the requests.

But the behavior… still isn’t changing.

They’re still showing up late.
Still calling out.
Still not following through.

And you’re wondering:

“What more can I possibly do?”

You might even feel like your hands are tied.

Because in many cases…

You can’t fire them.

You can’t demote them.

And in some states, you can’t even talk about their attendance without risking a complaint.

But here’s the truth I want you to hold close:

💥 Where there are no consequences, there is no change. 💥

We know this in life.

-->We pay bills on time to avoid late fees.

-->We eat healthier when the doctor delivers a wake-up call.

-->We fill our cars with gas so we don't get stranded.

Consequences are most often needed to:

*motivate people to make constructive change happen in their lives. 


They shape behavior.

They hold the structure that supports transformation.

And your team members are no different. They need to know that there are consequences if they fail to make change happen.

I know... I know...

Your “usual” consequences—write-ups, warnings, terminations— for one reason or another might not be working. 


This is where creativity comes in.

✨ It’s not about punishing people. It’s about holding them accountable to the promises they made. ✨

When you hired them, they gave their word.


STEP 1: What to say.

Instead of having a typical conversation or lecture - try to put your frustration aside and start with:

“I know your intent is to honor the commitment you made when you joined our team.”

“You said yes to being dependable. To showing up. To being a part of something that matters.”

Good stuff - right?

Then ask them:

"How can you get back to honoring your commitment... to upholding your word?

Then ask -

“How can I support you in honoring the word you gave?”

Hear what they say. Document what you agree to and follow up!


Step 2: Explore Creative Consequences

If you can't take what they say and use that as a consequence for them not honoring their word and you can't fire them, or demote them think

"Creative Consequences."

These are consequences that should inspire them to reflect, participate, and take ownership.

Would you love some examples?

You got it!

I have a whole process, training and template I make available at HappyTogether.Team. I encourage you to go and implement it as it's simply transformational!


Alright - let's get to some examples!

💡 Here are some examples leaders I coach have successfully used:

Always late?

Have them create a punctuality plan

Or -

Present a 10-minute team talk on why timeliness builds trust among team members and safety for kids.

Low energy or disengaged?

Assign them to organize a “classroom joy moment” for their peers—maybe a wall of wins, a positive note exchange, or a Monday dance break.

Repeated call-outs?

Ask them to call a community partner and schedule a guest visit for the kids. Give them a project with responsibility that builds connection and purpose.

Negative attitude?

Challenge them to read a chapter from a mindset book (The Power of Positive Thinking) and share a takeaway with the team on how our energy impacts our success in life. 

Every creative consequence becomes a learning opportunity.

A mirror.

A reset.

And it invites your team to become more than employees.

It invites them to become creators of their word.

If you’re not sure where to start, my One-on-One Meeting Framework inside HappyTogether.Team walks you through exactly how to create this kind of accountability culture—without fear, frustration, or burnout.

Because when we can’t use traditional discipline tools, we lead with heart, strategy, and vision.

And that is what changes teams.

With you every step,

XOX
Julie