Small Acts, Big Impact: How Micro-Behaviors Shape Teams
Key Takeaways
- Micro-behaviors are constant — and contagious. From tone of voice to body language, the smallest actions can either build trust or chip away at it.
- Inclusion lives in the daily details. To create a culture of belonging, you don’t need a grand strategy; you need consistent, conscious action.
- Everyone contributes to culture — not just leadership. Whether you’re a site lead or a shift operator, your behavior shapes how safe, valued and respected others feel.
- If you can see it, you can shift it. Once you start noticing patterns, you can interrupt the negative ones and reinforce the positive — no budget required.
- What gets rewarded gets repeated. Acknowledge the micro-behaviors that create inclusion, and your team will start replicating them without needing a checklist.
You know that feeling. You’re in a team meeting, presenting a solid idea, and someone smirks. Another person rolls their eyes. Then silence.
No one says a word.
That’s a micro-behavior. A subtle action that doesn’t show up in the org chart or the risk register but does show up in the culture and your team’s morale, retention and performance.
In the chemical industry — where safety is paramount, precision is non-negotiable and cultures are often male-dominated — micro-behaviors can be the silent corrosion eating away at your team from the inside. However, they can also be what keeps your team running smooth, safe and sharp.
What are Micro-Behaviors?
Micro-behaviors are the tiny, often unconscious actions or words we use daily that include or exclude others. Think about:
- Who gets interrupted (and who never does)
- Who’s given eye contact, and who’s left out
- Whose ideas get echoed and validated
- Who’s always asked to take the notes
None of these things will trigger a formal grievance on their own. However, over time, they build up, and the impact on morale, trust and safety culture can be significant.
The Chemistry of Team Dynamics
In STEM-heavy environments, we’re trained to focus on data, logic and process. However, when it comes to team culture, it’s often the smallest interpersonal behaviors — not the systems — that determine whether a team runs smoothly or starts to fracture.
Micro-behaviors aren’t always negative. The right ones — repeated consistently — can quietly build connection, trust and inclusion without a single email or meeting invite. These positive micro-behaviors might include:
- Making space for quieter voices during toolbox talks
- Remembering someone’s name and using it
- Giving credit to someone in front of leadership
- Saying “good morning” and meaning it
Each one might seem insignificant, but in a plant, lab or engineering office where people often feel like cogs in a machine, these actions humanise the environment. They say: You’re seen. You matter.
How to Spot Micro-Behaviors (Even Your Own)
You can’t fix what you can’t see — and many micro-behaviors are so subtle, they slip under the radar. Here’s how to start noticing the signals others might already be feeling.
- Zoom in on the “moments between the moments.” Pay attention in meetings, huddles and shift handovers. Who’s speaking, who’s not? Who gets acknowledged? Who gets side-eyed?
- Ask for feedback — and mean it. Invite your team to call out exclusionary behaviors, including your own. Not in a public takedown, but in a culture of curiosity. Bonus points if you model this first.
- Look at who’s thriving (and who’s surviving). Notice patterns. Is one group consistently quieter, less promoted or more likely to leave? Micro-behaviors may be at play.
How to Influence Micro-Behaviors as a Leader
Culture is built in the small stuff. If you’re in a position to influence others, these simple habits can create massive ripple effects across your team:
- Narrate your inclusion. If you’re inviting someone into a conversation because you value their perspective, say it out loud. This teaches others what inclusion looks like.
- Reward the small stuff. When someone makes a point to support a colleague’s idea or notices a new hire’s contribution, highlight it. You’re shaping the standard.
- Don’t wait for HR. You don’t need a policy to change behavior. You need awareness, consistency and the guts to role model what “good” looks like — especially when no one’s watching.
Small Actions, Big Reactions
Engineers are trained to treat every detail as critical — even the slightest miscalculation can trigger a significant consequence. It’s time we applied that same rigor to the human side of operations.
Often, it’s not the big moments that shape team morale — it’s the eye-roll, the dismissive chuckle or the contribution that gets ignored. But just as often, it’s the genuine smile, the thoughtful “thank you” or deliberate acts of inclusion that brighten someone’s day. No grand gestures, just consistent habits. Start with your next meeting and watch what happens.

Lauren Neal | Founder and Chief Program Creator, Valued at Work
Lauren Neal is the Founder of Valued at Work – a consultancy that creates workplace cultures where no one wants to leave, in traditionally male-dominated sectors.
Since 2005, Lauren has worked as an engineer and project manager in the energy sector offshore, onshore and onsite on multimillion-dollar projects across the globe. Chartered through both the Institution of Engineering and Technology (IET) and the Association of Project Management (APM), Lauren is a sought-after speaker, writer, and consultant championing career progression within STEM and inclusive workplace cultures beyond the boundaries of demographics.
Lauren’s book released in October 2023 – 'Valued at Work: Shining a Light on Bias to Engage, Enable, and Retain Women in STEM' – became an Amazon #1 best-seller and is a finalist in the 2024 Business Book Awards.
Click here to reach out to Lauren.