From stories in the news to conversations with friends, most of us have heard horror stories about work environments. Workplaces where yelling, undermining, backstabbing, and unethical behavior were the norm. Where belittling colleagues, constant gossiping, and unequal treatment are daily occurrences.
Unfortunately, toxic work stories are all too common. It was found in a study of American workers in large organizations that 10.4% of current employees and 16% of former employees mentioned a trait of toxic work culture in their Glassdoor review.
Negative workplace culture, as described above, can be found within a team, a department, or the entire organization and can significantly affect performance. A hostile work environment can devastate thriving companies, from increased turnover to reduced motivation and productivity. So, if you think you may have a toxic environment at work and culture, the time to change is now.
According to a recent MIT Sloan Management Review article, the number one driver of turnover and “The Great Resignation” is toxic work culture. Furthermore, the culture of a team, department, or entire company is the strongest predictor of turnover, beating out compensation by ten times!
The case is clear - leaders must focus on the culture and work environment of the people they lead. But what exactly is work culture? How do you know if yours is toxic? We will answer these questions, as well as where to start if your culture and work environment could use a tune-up. Let’s jump in.
What Is A Work Culture?
Work culture refers to the shared norms and behaviors within a group. It's how people interact and work together in a team, department, or entire organization. This includes both spoken and unspoken rules.
Spoken rules may include company or team values. Unspoken rules, on the other hand are the attitudes, beliefs, and behaviors that shape the working environment.
If you lead a team, department, or organization, it's essential to create a work environment and culture people want to join. The first step in building that culture is understanding what to avoid.
With 1 in 5 workers leaving a job due to workplace culture, the time to take action is now.
If any of these signs look familiar, it is a good indication that your culture and work environment may need to shape up.
A toxic work environment can damage employee morale and productivity. If you're noticing certain behaviors and patterns, it could be a red flag that something is wrong. Here are 10 common signs to watch for in your workplace.
In a toxic work environment, employees often feel drained and uninspired. There's no excitement about the work, and positivity is rare.
Fresh perspectives and suggestions are often ignored. Innovation struggles to thrive when no one is open to new ways of thinking.
Constant firefighting and disorganization signal a poorly managed workplace. Employees spend more time dealing with chaos than making progress.
A toxic work environment fosters unhealthy communication. Gossip and rumors create tension and break down trust among employees.
Some employees receive special treatment, resources, or information. This favoritism leads to resentment and feelings of exclusion.
Frequent negative feedback from customers is a red flag. It often indicates deeper issues within the organization that need addressing.
Colleagues and teams are pitted against each other. This environment encourages backstabbing and erodes collaboration.
Employees leaving frequently or calling in sick is a clear sign of dissatisfaction. A high turnover rate is often a symptom of deeper problems.
Long working hours and unrealistic expectations are part of the toxic work culture. Overworking leads to burnout and affects employee well-being.
In a toxic environment, there is a lack of communication or communication is non-existent. When information is available, it is often hoarded by a few, leaving others in the dark.
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Culture and the work environment don't solely rest on HR, whether on a team or across an organization. Leaders must take an active role in shaping the culture and a positive working environment for their people. For example, A study by SHRM found that 58% of people who left a job due to culture claim people managers are the main reason they ultimately left.
Moreover, the same study also uncovered that 76% of respondents said their manager sets the culture of the workplace. So, if you’re leading a team or department and are keen to give your work environment a tune-up, follow these five steps to begin to shape your desired culture.
To solve any problem, you must first recognize there is a problem. To start, take a critical look at how employees interact and note any red flags and toxic work environment signals you see. Next, explore the behaviors, actions, or beliefs underpinning problematic work culture and environment.
There will always be aspects of the culture you want to keep and others to eliminate that are leading to a toxic work environment. To better understand what’s working and what needs to change, start by asking yourself the following questions.
Individuals must understand what’s changing, its rationale, and what’s expected of them. Adam Hickman, in his article for Gallup, shared the importance of communication when changing culture. He said, “If a culture change is what's desired, employees have to hear and feel the need for change. They need to know how a focus on individual development flows from the organization's mission or purpose. And they need to know why it will lead to better performance and results.”
Frequent communication and reinforcement of your vision for the culture and work environment play a crucial role in changing the work environment and culture.
People do not set out to create a toxic work environment on purpose. However, a lack of leadership training and the knowledge and skill to create a positive work environment can be the culprit. Therefore, an investment in leadership development training and coaching is often needed to fix the problem. Look for training that focuses on cultivating awareness of leadership styles, best practices of high-performance teams, and the soft skills needed to be a successful leader today.
In addition to leadership development training, employee training helps individuals gain skills such as collaboration and communication that they will need to succeed in this new environment and culture.
To reinforce the positive behaviors and changes you’re witnessing in moving towards the desired culture and work environment, ensure there is frequent praise and recognition. Provide at-the-moment feedback when you notice positive behaviors, and have culture awards for those who lead the pack on the behaviors you desire for your culture.
A healthier work environment helps employees feel valued and supported. It fosters collaboration, reduces stress, and increases overall job satisfaction.
By prioritizing well-being and positive communication, companies can improve productivity and employee retention. Creating such an environment starts with clear communication, respect, and consistent feedback.
Open communication is key to building trust and transparency within a team. Encourage employees to share their thoughts, ideas, and concerns without fear of judgment. Giving regular feedbacks create opportunities for improvement and growth. A culture of honest communication helps solve problems faster and builds stronger relationships.
Clear expectations ensure everyone understands their roles and responsibilities. When employees know what's expected of them, they can stay focused and perform better. Accountability helps create a sense of ownership, motivating individuals to meet goals. Regular check-ins and clear objectives help keep everyone on track.
Work-life balance is crucial for maintaining employee well-being and productivity. Offering flexible work hours or building remote work culture can help reduce burnout. Encourage employees to take breaks and set boundaries between work and personal time. A balanced approach keeps employees motivated and reduces stress.
Recognizing employees for their hard work boosts morale and motivation. Publicly acknowledging achievements shows appreciation and encourages others to do their best. Implementing balanced reward power, positive contributions, whether through bonuses, promotions, perks, or simple thank-you notes, creates a more engaged and productive workforce. Regular recognition helps build a positive and supportive culture.
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A happy and engaged team is the backbone of any successful organization.
Michelle Bennett