We all experience days when we return exhausted from work. Whether it is a colleague’s gossip or a superior’s negative behavior, they consume time and drain us of energy.
It is normal to have a bad Monday (or two weeks), as so many aspects can affect us, from a tight deadline or a cold to Mercury’s movements. It is part of an employee's natural lifecycle.
However, when the bad Monday turns into a bad month, quarter, or the new normal in the workplace, it becomes more difficult to recognize the differences between a bad mood and a toxic work environment.
You, like many, want to avoid working in a toxic environment at all costs. But do you know what hostile workplaces look like? This primer will get you up to speed on the most common signs of workplace toxicity and what to do about it.
Let’s delve in!
TABLE OF CONTENT
A toxic work environment is a place where negative attitudes and behaviors such as discrimination, harassment, bullying, intimidation, or yelling are intrinsic to the company’s culture.
In a landscape that promotes psychological insecurity, distrust and stress become the norm, leading to employees’ disappointment rather than their development. The constant feeling of rejection and humiliation is the first step toward anxiety and burnout.
A toxic work environment is a broken system detrimental to individuals who speak up, have different opinions, or remain true to themselves.
No company promotes itself as a toxic work environment. Yet, the signs of toxicity may occur right after the onboarding process, when a new employee arrives full of enthusiasm only to discover a lethargic team with many unspoken rules: who to avoid crossing paths with, when and what to speak, how to behave or not to get a promotion, and so on.
So, who is responsible for creating a toxic workplace environment? Should the leaders, team members, or low-level employees be held accountable? The simple answer is yes. Yet, since the work environment is complex, the answer cannot be that simple.
Even when companies have an excellent culture, poor communication can sink it. If your organization does not diligently communicate its core values and mission, it is hard for employees to adhere to them. When the communication is unclear, employees make mistakes, waste time and energy, and ultimately lose focus and motivation.
Not everyone can be promoted at the same time. In a healthy work atmosphere, when one person is promoted, the others celebrate and work harder to get in line the next time. Toxicity in the workplace occurs when managers make biased promotions based on criteria unrelated to work and results.
Every individual has reasons for working. While the list of reasons is variable, money and recognition are among the first arguments for most employees. Employees who work hard and consistently have excellent outcomes want validation and appreciation. Constant lack of recognition decreases their disengagement and negatively impacts the workplace environment.
Healthy competition can benefit a team in many ways, from innovation to great performance and individual development. A toxic environment evolves rapidly when employees focus on outperforming their colleagues rather than collaborating to achieve the company's objectives. Unhealthy competition damages employees’ morale and teamwork, leading to a toxic workplace environment.
Current workplaces are dramatically reshaping as new generations take over. Millennials and Zoomers take a more social and human-oriented approach to their work. Lack of social values negatively impacts their experience and engagement, the main symptoms of a toxic workplace environment.
It can be tricky to define a toxic workplace as the employees’ understanding may vary depending on their personalities, working styles and history, triggers, and behaviors. Based on experience and personal traits, some employees may not identify the symptoms of a toxic workplace, while others may recognize the signs but develop coping mechanisms to navigate them. Here are the most common characteristics of a toxic work environment to look out for:
An employee resignation generates a time and money-consuming process for replacement. Although difficult, this practice is unavoidable in today's extremely competitive labor market. However, too many employees regularly leave your organization, which hinders business operations and indicates a hostile work environment.
What to do:
To understand and reduce turnover rates, you should implement comprehensive exit interview surveys and address topics such as leadership, recognition, growth opportunities, employee benefits, and work-life balance. Use the feedback provided by the employees leaving to improve the organizational culture.
In a healthy workplace, employees trust each other and communicate their concerns without fear of backlash or retribution. Managers encourage teamwork, ask and provide constructive feedback, listen to employees’ voices, and implement measures toward a highly collaborative environment.
In opposition, we find a toxic work environment where the lack of trust is palpable. Employees hesitate to speak up, share ideas, raise concerns, or express opinions due to fear of consequences.
What to do:
Employers should use a mix of communication channels and platforms and encourage employees to report workplace misconduct.
Without fully understanding the psychological reasons behind our choices, we like some people more than others. We spend more time together, communicate and collaborate better, laugh at inside jokes, etc. These affinities help us choose our tribe and build strong professional and personal social networks.
When a set of people feel repeatedly excluded, working conditions become toxic and unpleasant.
What to do:
To avoid a hostile work environment, employers must create and enforce anti-bullying policies and provide spot-on training and team-building activities to foster a culture of respect and inclusion.
We live in fast-evolving times, trying to keep up with the transformations that affect every aspect of our lives. We work faster, harder, and longer to remain competitive and relevant.
Being in “fight or flight” mode for prolonged periods increases cortisol levels - the stress hormone. Working under stressful conditions to meet unrealistic goals leads to burnout and a toxic workplace environment.
What to do:
Burnout syndrome is a medical diagnostic that needs to be addressed by prioritizing employee’s well-being, providing flexible working schedules, and establishing clear boundaries around work.
Work-life balance is crucial for a thriving organization. Everyone merits a whole life outside work to disconnect and recharge, follow their dreams, or relax with their significant ones.
If your boss routinely assigns you chores outside of regular working hours or requires you to be on call at all times, whether it's the weekend or you're on vacation, you're in a toxic environment.
What to do:
Maintaining a healthy work-life balance is a collective responsibility. Managers should set an example for their employees and practice what they preach:
The precious employees are not those excelling at their job descriptions but those who shine and continue to learn and develop. A successful workforce, including newcomers, needs mentorship, guidance, and learning & development opportunities.
Neglecting employees’ growth leads to disengagement and decreases their satisfaction. Remember, individuals who feel stagnated will search for new opportunities.
What to do:
Companies that value their people must invest in development and career progression plans. Conducting regular performance reviews helps managers identify career goals and provide targeted programs and training to foster commitment and motivation.
We have all been through this; one day, you feel weak, but you hope a cup of tea and a good night’s sleep will fix you. Only to wake up feeling terrible the next day. And, although your body says (screams) No!, your mind is trying to cope without taking a day off sick.
If your boss or coworkers urge you to work while you are sick and make you feel guilty for prioritizing your health, you are in a toxic workplace.
What to do:
Companies must implement and communicate their policies regarding sick days. Managers should encourage employees to speak up when they need a break. Leaders must be role models and take time off when they cannot deliver their best versions.
Nobody wants to fail. We strive our best to succeed, but mistakes are unavoidable. It's what makes us human. Instead of criticizing ourselves, we should view them as opportunities to innovate, learn, and grow.
A blame-heavy environment without tolerance for mistakes signifies a toxic workplace. Employees feel intense pressure to deliver flawless outcomes and decisions. This unrealistic goal generates fear and anxiety and stifles innovation and creativity.
What to do:
True leaders use failures and problems as valuable teaching moments. Managers who own their mistakes and share lessons create a psychologically safe space for others to follow. Approaching mistakes with a kind heart and learning mindset helps teams continue with a more robust strategy.
Sometimes, employees who display toxic behavior can bring down a team's morale and affect overall productivity. Here are the most common types of toxic employees.
Regardless of how hard we try, nothing develops or thrives in an unhealthy environment.
The same applies to toxic workplace environments: they are equally hostile to employees and companies.
1. It drains motivation out of employees
Everybody must separate professional from personal time. When managers expect their employees to be available off working hours or on vacation, they overstep the boundary between work and life, causing work fatigue and stress.
2. Lack of work-life balance
Everybody must separate professional from personal time. When managers expect their employees to be available off working hours or on vacation, they overstep the boundary between work and life, causing work fatigue and stress.
3. Negative self-image
Working in a toxic environment without knowing leads to employees thinking it is their fault that the boss is never satisfied with the results or the other colleague has to work while sick. Lack of self-confidence eventually impacts every aspect of an employee’s life.
4. Reduced professional growth desire
Employees working in a toxic environment use their time and resources to navigate the negative energy and make it through another day. This hostile landscape degrades employees’ abilities as they try to survive and not evolve.
When employees suffer, companies regress. Look at additional reasons why companies should avoid a toxic culture.
1. Absenteeism or presenteeism
Employees in a toxic environment will start missing work more often as the chronic stress affects their health. Or, even though they are fit to work, they underperform, and the results are below their potential.
2. Higher healthcare costs
In addition to causing employees physical and mental discomfort, a toxic workplace increases the company’s healthcare expenses.
3. Damaged reputation
A toxic environment cannot be contained within the company’s walls. At some point, current or former employees will talk about it, and once the negative word gets out there, it discourages prospective employees from joining the workforce.
4. Higher attrition rates
MIT research on the Great Resignation states, “A toxic culture is 10.4 times more likely to contribute to attrition than compensation.” When an employee leaves a toxic workplace, they must spend time and resources recruiting, hiring, onboarding, and training a new worker.
While no workplace is ideal, working in a toxic workplace environment is physically and mentally exhausting. Sometimes, the solution to maintaining your balance is to run fast and far and never look back!
You know what they say: walk before running. Try the following strategies to protect your health while navigating a toxic workplace.
1. Set clear boundaries
It is crucial to leave your work-related stress in the office and allocate quality time for your personal life.
2. Create a self-care routine
Incorporate a daily or weekly self-care routine such as meditation, exercise, and listening to music. Setting aside time and space for something you genuinely enjoy helps you recharge and reduce stress levels.
3. Practice mindfulness techniques
Mindfulness techniques such as breathing exercises help you stay present and focus on what really matters.
4. Journaling
Writing down your thoughts and feelings helps you identify negative thoughts and what triggers them. Gaining insights into your mind provides a healthy outlet for discontent.
5. Seek support
Discussing your emotions and experiences with family and friends can be therapeutic, allowing you to connect and become more resilient.
6. Document incidents
Record every toxic interaction in the workplace and use this document when addressing the issue with the HR or legal department.
7. Involve the decision-makers
You can take your issue to your immediate supervisor or the HR department. Express your concerns constructively, focusing on potential solutions.
8. Update your resume and explore job openings
Keeping an updated resume gives you an escape plan and hope for the future. Starting a job in a healthier environment helps you regain control over your career and health.
Wrap up
Leaders nowadays cannot ignore toxicity in the workplace. Sweep it under the rug, and the symptoms will become chronic, leading to severe and long-lasting harm to employees and the company.
Every organizational change fails without the leadership’s total commitment, as individuals follow leaders and seek guidance. When the top team demonstrates or tolerates toxic behavior, employees will imitate this comportment, disengage from work, or quit the organization.
Ladders that have ignored employees' feedback on toxic workplace behavior face two options: detox their company's culture or lose the battle for top talent.
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