The Lasting Effects of a Toxic Workplace
Not only is incivility in the workplace on the rise, but according to a recent study, it is compromising one of our most critical assets—our mental health.
Workplace civility, as described by McKinsey and Company, is “the accumulation of thoughtless actions that leave employees feeling disrespected—intentionally ignored, undermined by colleagues, or publicly belittled by an insensitive manager.” As the CEO of a growing recruitment business, I do know first-hand that many of the firms that are attracting staff can be innovative and demanding places to work. But when do these companies cross the line and enter into a toxic territory? There are a few key identifiers.
Low Morale.
When you look around at the rest of the staff, are they engaged, chatting with one another or are they hunched, staring at their computers, eyes forward in a bullpen of misery? The telltale sign of a toxic workplace is the low morale of the staff members. The fear-based culture that has permeated the ranks of employees can suck the motivation and engagement out of staff. They are afraid to share ideas and feedback due to lack of implementation or repercussions and this lack of change creates a feedback loop of negativity.
Office Gossip.
This is a key indicator. Many companies cherish office gossip as an art-form. When you encounter this, avoid at all costs. Toxic, cliquey co-workers are most likely to be found hovering around the water cooler whispering in each other’s ears. They make what should be friendly workplace competition seem hostile and competitive.
Lack of Transparency.
Poor communication in terms of targets, key deliverables, salary, and policies is another sign that you are part of a toxic workplace. When there is little transparency and communication about objectives up and down the hierarchy, it’s almost impossible for a mutually respectful, trusting relationship to flourish. Staff become endlessly suspicious, unhappy in their roles. This trickles down to the junior staff and further stifles any possible change from taking place.
In July 2019, SHRM released a report on toxic workplaces and the lasting effects on staff that work in them. ‘The High Cost of a Toxic Workplace’ found that many workers consider culture and managers to be closely connected. In fact, 58 percent of employees who quit a job due to workplace culture say that their managers are the main reason they ultimately left. And the cost of this turnover? $223 billion in the past five years. If you are a Partner, HR Manager or an employee who is surviving a toxic workplace, there are ways that you can make a change.
Have a crucial conversation with all of your employees. This must be a confidential dialogue in a safe place. Honest conversations lead to strategic change.
Training of Managers is key. Many top performers, who are promoted to management roles, are not natural people managers. In order for the training to be beneficial and not overwhelming, training must be given before the promotion takes place.
Remove guilty parties. If you have identified a toxic player and coaching has not helped, removing them from their role may be the only option. Their effect on employees is lasting. They do more damage than their initial bottom line contribution, and will negatively affect the rest of the team for years to come. Incivility breeds incivility.
Establish a set handbook/rulebook that all employees must follow. Signed, dated and regularly discussed in a group setting.
Creating change can be an overwhelming prospect but if the entire leadership team wants to create a values-led organization, then actions will speak louder than words. Alignment between employee values and the organization’s values can create a unified and motivated workforce, it’s a matter of wanting to make the key changes necessary.
A word from Theory Y.
If you are working in a toxic workplace, speak to somebody. The “good news” is that many workplaces — including large multinational corporations, are starting the conversation about toxic workplaces and are actively taking steps to tackle it. Talking to somebody about your experience will create change. Companies are now realizing that employee appreciation and culture change go hand in hand.
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