Just like an infection, a toxic mentality will spread throughout your organization if not properly addressed.
If you haven’t worked with a toxic manager or colleague, you have probably read some of the horror stories of a workplace gone wrong. It is never an ideal situation, so how can you manage it? It helps to start identifying the traits of a toxic environment, then spending some time determining if it is an individual or small group, or if it is something that is more ingrained in the culture of the company.
What Makes an Environment Toxic
The key characteristics of a toxic workplace are relational as well as physical:
- poor interpersonal relationships
- no career growth support or high turnover
- physical manifestation of work stress
- lack of trust or low trust
- no grace for errors or mistakes
- gaslighting or psychological manipulation
Any one of these can result in disengaged employees that have no incentive to stay or to perform at their highest level.
Setting boundaries is not a display of disrespect. It’s an act of self-respect.
Adam Grant
In toxic relationships, people can’t take no for an answer. They feel entitled to ignore your limits.
In healthy relationships, people don’t just accept your boundaries. They help you maintain them.
Toxic Workplace vs. Hostile Work Environment
While a toxic workplace is highly detrimental to employees and corporate culture, it might not necessarily violate any workplace laws. In the unfortunate situation where bullying and mistreatment occur across an entire team or department, it’s an issue with the offender rather than a legal issue.
However, if that poor behavior is targeted towards a specific individual or a group with protected characteristics, it may cross the line into harassment. In extreme cases, where this conduct is perpetuated, it can create a hostile work environment and immediate action should be taken to correct the situation.
If you are faced with a hostile work environment, the Equal Employment Opportunity Commission can be a helpful resource to ensure you are receiving fair treatment.
How do you fix Toxic?
To go about correcting a workplace that has become toxic, it’s important to first identify the source of the issue. Is it stemming from culture or processes that have been in place for some time? Or is it from specific individuals that aren’t adhering to the employee behavioral guidelines?
Correcting a Toxic Employee
Correcting a toxic employee is a fairly simple process. It all starts with an HR investigation regarding the employee’s problematic behavior. This will help identify and analyze the employee’s actions, as well as collect objective evidence. Be sure to include exit interviews from prior employees as this can be indicative of a trend. Throughout the process, it is important to document every conversation and adjustment that you make.
Once the investigation is complete, you can start evaluating what the next steps might be. Would leadership coaching or a performance improvement plan be helpful for the employee? Perhaps it would be be better addressed with a schedule change or an assignment to a new department.
It’s important to note that addressing and correcting toxic employee behavior is crucial for maintaining a healthy and productive work environment. This may mean separating the employee if other corrective methods have not worked. Remember: your employees are watching how you handle this situation.
Correcting a Toxic Culture
To change the course of a toxic culture, however, it is necessary to acknowledge that it won’t be a quick fix and will require real work. One of the key steps is to identify the toxic behaviors and attitudes that have become ingrained in the organization.
A toxic work environment can destroy morale, undermine productivity, and threaten the success of an organization.
Howard Schultz
A good first step is reviewing workplace policies and practices, and implementing training programs on effective communication and conflict resolution. You may need to tear down existing infrastructures to make room for a new system.
It is important to foster a culture of support and mutual respect. This includes encouraging active employee participation and promoting open and honest communication. Safe and anonymous feedback channels can also be established to allow employees to express their concerns and provide suggestions for improving the organizational culture.
Additionally, it means addressing any shortcomings or missteps on the HR or management side of the company. Leaders must set the example and be aware of their own actions and words, as their influence is pivotal in transforming the culture. This may require having your leadership go through additional training or coaching sessions to improve their interpersonal skills.
The keystones for this type of turnaround are going to be transparent and approachable communication, collecting feedback, and then acting on the feedback immediately.
Employee Perspective
You may be wondering, “What if I am not able to make those changes?” Perhaps you’re an employee where you observe or experience toxic behavior in your workplace and report the issue to the HR department, but no action is taken. In a situation like this, it can be helpful to seek support or advice from trusted colleagues or external organizations that can assist you in addressing the problem. You can also go above the HR department and bring the issue to the attention of the next highest supervisor.
Sometimes, however, what you are experiencing is just a fraction of what exists in the company. Your best option may be to look for a workplace culture that is healthier and more aligned to your professional goals.
All in all, addressing and changing a toxic culture requires a comprehensive approach that involves all members of the organization. This entails identifying and addressing toxic behaviors, fostering a culture of support and mutual respect, and having committed leadership. Only through collective and ongoing effort can positive change be achieved in the organizational culture.
Need help turning your company’s culture around or coaching a problematic employee?
Let Aerial HR help.