Nothing can destroy your company culture faster than these 5 traits.
‘Toxic’ is one of those words that can get tossed around a lot, especially in the workplace. During the Great Resignation, unprecedented numbers of Americans quit their jobs, many citing a toxic work environment as one of their main reasons for jumping ship. But precisely which traits indicate that a work environment has gone toxic?
“A toxic workplace is one where employees don’t feel valued, respected, or supported,” says Dimitris Tsingos, President of Epignosis and Co-founder of TalentLMS. “There may be high levels of stress, poor communication, lack of trust, and little opportunity for growth or development. Employees may feel like they’re being treated unfairly and may experience discrimination, harassment, or bullying.”
The awareness of toxic work culture has spurred a flurry of research. TalentLMS recently looked at toxic behavior specially in the tech sector. Last year, MIT Sloan developed its Toxic Five framework, offering a helpful picture of what behaviors signal a toxic work culture. According to this research, toxic work culture has five attributes:
- disrespect
- non-inclusive
- unethical
- cutthroat
- abusive
Such workplaces usually come with low engagement—and high turnover. “Employees are less likely to feel motivated, engaged, or committed to their work,” says Tsingos. During our recent email exchange, Tsingos and I discussed the key markers of a toxic culture, as well as how leaders can self-evaluate if they might be contributing to a poor employee experience.
It starts at the top
Like many things in the world of work, a toxic work culture often begins with the leadership. “Leaders and managers can contribute to a toxic culture through various behaviors,” says Tsingos. “For instance, expecting employees to work longer hours or weekends with no additional pay appears to be one of the top contributors to an unhealthy work environment.”
Other toxic behaviors on the part of leaders include poor communication and failing to listen to employees or give them a voice. “Lack of accountability is another behavior—when leaders fail to take responsibility for their or their team’s actions, it creates a culture of blame-shifting and scapegoating,” Tsingos says.
Finally, managers who play favorites and treat individuals unfairly are another source of toxicity. “When managers show favoritism towards certain employees or engage in unfair practices such as biased promotions or rewards,” says Tsingos, “it creates resentment and a sense of inequality among employees.”
Such behaviors come with a high cost, including:
- Higher levels of stress/burnout
- Lack of motivation/enthusiasm
- Lower performance/productivity
- Hindered professional development
- And of course, higher turnover rates
“A toxic work culture has significant costs for employees, affecting their wellbeing and mental and physical health,” says Tsingos. “A toxic workplace limits opportunities for growth and advancement.”
Holding toxic leaders accountable
So how do you deal with toxic leadership in your place of employment? Depending on the situation, and the company structure or reporting mechanisms that are in place, Tsingos says that employees can take several steps in holding their managers or bosses accountable.
Of course, it starts with educating yourself on your rights and the company’s policies regarding workplace behavior. “Employees should keep a record of specific instances where toxic behaviors are observed,” says Tsingos. “Then they should arrange a private meeting with their manager or boss to discuss their concerns. If the manager happens to be unresponsive or part of the problem, escalate the issue to HR or a higher-level manager.”
If the organization has anonymous reporting channels, you should utilize them in order to maintain confidentiality while raising the issue. The bottom line is that you need to make your concerns known, in one way or another. “It is crucial for employees to speak up in cases of repeated toxic behaviors from their managers or bosses,” says Tsingos.
What if you’re the toxic one?
Of course, there’s always the chance that you’re contributing to the toxic culture at your workplace—and it takes serious self-evaluation and humility to recognize that fact. If you do look at the Toxic Five and see yourself there, how can you turn over a new leaf?
TalentLMS’ recent survey, while focused on the tech industry, offers lessons that have relevance to everyone. “Our survey respondents ranked soft skills training for leaders as the second most important ingredient of healthy workplaces,” says Tsingos. He shared some examples of soft skills that should be included in a leadership training program, including:
- Emotional intelligence and empathy. “Reading emotions and showing empathy helps teams collaborate more effectively, leading to increased performance and productivity,” says Tsingos.
- Communication and active listening. “Leaders should prioritize transparency and clear and open communication,” he says. “They should practice active listening, allowing employees to express their thoughts and concerns.”
- Delegation and empowerment. Toxic behaviors, says Tsingos, often stem from a lack of trust and a need for control. “Knowing how to effectively delegate, provide autonomy, and empower employees are vital components of strong leadership that improves employee wellbeing and team morale.”
When it’s time to exit
Sometimes, the toxicity in a workplace is so deeply ingrained that no amount of reporting or negotiation will create accountability. You may be faced with the choice that many workers took: to leave in search of a healthier environment.
“The decision to leave a job due to its workplace culture is deeply personal and can be difficult to make,” says Tsingos. “It requires introspection and weighing out the costs and benefits. Employees should keep in mind that a career or salary should never come at the expense of one’s well-being and it is essential for them to prioritize their physical and mental health above all else.”
How do you know it’s time to make your move? Tsingos says that if the environment becomes unbearable, impacts one’s relationships and work-life balance, or jeopardizes your health, it may be time to consider finding a healthier work environment elsewhere.
And there are other reasons to move on. “In some cases, toxic behaviors and overall unhealthy culture can stagnate one’s career progression and limit their opportunities for advancement,” says Tsingos. “If an employee notices this after speaking up and reporting the incidents and management ignores their importance and fails to address them, this is a definite sign the employee should seek other opportunities.”
Go with your gut
If you’re looking to leave a toxic situation, how do you avoid moving from one unhealthy workplace to another? Tsingos believes it is not always possible to know how healthy a company is until you start working there, but there are some tools and data available that can help candidates spot possible red flags.
“For example, if a company has a consistently high turnover rate, it may suggest underlying issues such as poor management, a toxic culture, or dissatisfaction among employees,” he says. “Also, negative reviews on websites like Glassdoor can be very revealing, especially if there is consistent negative feedback related to management, work-life balance, and lack of support.”
You can also pay close attention to the hiring process to determine if a company culture is healthy. “A healthy company is transparent and willing to provide clear information about the role, responsibilities, or company culture during the interview process,” says Tsingos. “Also, it is important to note if the interviewer behaves in a professional manner and is respectful during the whole process.”
In the end, however, it’s best to go with your gut. “Employees should trust their instincts,” Tsingos says. “If something feels off or raises concerns, candidates should explore further before making a final decision.”
Creating a healthy environment
If you’re in a position to influence company culture, creating a healthy work environment begins with genuine care for the people who power the business. “There can be no better guidelines for employers than caring for the wellbeing of employees in all dimensions,” says Tsingos.
“Employees will then feel valued and respected by their managers, making them want to stay with a company that treats them as an equal person.”
In a world where employees have come to realize how deeply work affects their whole lives, companies can no longer afford to let toxic behaviors slide.
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