What do you do if your company culture is toxic and needs a positive transformation?

Acknowledgement of toxic culture is the first step begin by speaking to employees, observing pattern of behavior and communication Next step is to perform a root cause analysis is it due to micromanagement, lack of communication, transparency, trust issues, excessive workload Bring this to attention of senior leadership, present the facts and get their support to address the issue Foster open and transparent communication require for the change which need to align with organization value, mission and goals, Begin by step by step changes to address the issue in structure way like changing policies, procedures and process. Way forward individual to be held accountable for their behavior and actions

I agree with the above perspective..& the suggested steps to counter toxicity. I would like to highlight some important factors that need to be addressed to eliminate Toxicity from its root. Toxicity in a Culture is the absence of effective Leadership which causes a severe lack of Fairness, Inclusion, Transparency, Trust, Respect, Effective Communication, Sense of security, Freedom of expression, Training, Engagement, Reward -recognition & above all Empowerment.. As the first step, Leadership needs to realign their people to the Organization's Values, Purpose, Vision, and Mission, by being an inspiring example..it instantly inspires Trust, Fairness & Respect & Empowers people which is the Key to ending toxicity.

A toxic work environment is 100% reversible. Here are some actions that can help transform a negative environment into a healthier one: 1. Offer anonymous channels for obtaining information 2. Evaluate periodic changes and encourage team dynamism. 3. Make infrastructure changes if necessary. 4. Fire individuals proven to be toxic. 5. Invest in and promote employees who create positive vibes. A healthy work environment benefits both employees and the overall success of the organization.

To transform a toxic culture, leaders must take decisive steps. The first priority is to identify the values that will guide the change and demonstrate them consistently through actions. Begin by defining the core values of the desired culture. Next, as a leader, demonstrate those values in every aspect of your behavior and decision-making. Your actions will set the tone for the rest of the organization. Clearly communicate the values and expectations to the team. Encourage open dialogue and feedback to ensure alignment and understanding. And finally, hold individuals accountable for upholding the values and behaviors expected within the organization. Address toxic behavior promptly and consistently.

Establecer metas claras y alcanzables es crucial para una cultura de alto rendimiento y positiva. Comunicar estas metas de manera transparente a todo el equipo garantiza una comprensión compartida del cambio deseado y su alineación con la visión de la empresa. Al seguir el enfoque SMART, las metas se vuelven tangibles y medibles, lo que impulsa un progreso real hacia la transformación cultural. Dado que los cambios culturales significativos pueden llevar tiempo, es importante establecer un horizonte de tiempo realista, adaptado a las necesidades y características específicas de la organización.

"Set Clear Goals: Don't just set goals, set SMART goals. Specific, Measurable, Achievable, Relevant, and Time-bound goals will provide a clear roadmap for progress and a way to track the effectiveness of your culture transformation efforts." This clarifies that simply setting goals isn't enough. By using the SMART framework, you ensure your goals are well-defined, measurable, attainable, aligned with your company's values, and have a clear deadline for completion. This increases your chances of achieving them and allows you to gauge the success of your culture transformation efforts.

I would always start with looking at what systems we need to change. What are the past patterns and practices that created the current toxic culture? How do these processes, policies, and programs need to change to create a better outcome? Toxic cultures are always the result of people’s behaviors in response to the systems and culture.

In the military, setting clear objectives is fundamental to mission success. Drawing from my experience, I recommend establishing specific, measurable goals for cultural transformation. These objectives should align with the organization's mission and values, just as our military objectives align with our overarching goals. Transparently communicating these goals to all employees fosters commitment and ensures everyone understands the direction of change.

After identifying cultural issues, set clear SMART goals for transformation, reflecting desired behaviors and values. Communicate these goals transparently, aligning them with the company's broader vision to ensure everyone understands the change direction.

Liderar con el ejemplo y ser auténticos son dos de las claves más importantes para crear una cultura empresarial positiva. Cuando los líderes se comportan de esta manera, inspiran a sus empleados a dar lo mejor de sí mismos y contribuyen a un ambiente de trabajo más saludable y productivo. De acuerdo a un estudio de McKinsey las empresas con una cultura positiva tienen 30% más de probabilidad de superar a sus competidores donde la alta dirección cumple un rol fundamental.

Lead by Example and Empower Others: When leaders embody the positive behaviors they seek from their teams, it creates a ripple effect. Publicly acknowledge and reward employees who demonstrate the desired values. This empowers others to follow suit and reinforces the new cultural norms.

There is an old saying “ a fish rots from the head down”, toxic work culture is often a by product of leadership behaviours in an organisational set up. In addition to being a major contributing factor in an organization's success, leadership is also?the root cause?of an organization's failure and demise. This is true whether it is an organisation, a country, a company or even our own family. A bad system will always beat a good person every time.

It doesn't matter if you're the CEO who can make a tangible difference, or a middle-manager frustrated by the increasing toxicity... never let others influence your behaviour in a way that you would be ashamed to look back on. You should always try to act with integrity and respect for others. Remember, the situation will pass - but your self-worth and humanity will be around long after. If you are further down the pecking order, then you may not feel safe raising your hand to challenge ideas, but you can encourage your team to do so. It takes courage in this situation, but when others see your courage, they will be inspired by it.

As a former sergeant, I understand the power of leadership by example. My time in the army taught me that actions speak louder than words. Leaders must embody the values they wish to instill in the organization. By consistently demonstrating respect, integrity, and resilience, leaders inspire others to follow suit. Let's emphasize the importance of leading from the front and setting a positive tone for the entire organization.

The above suggestions are spot on. Would like to add...Negativity, fear, doubt & insecurity thrive without communication with the leadership. Like poor cleaning invites pests, gaps in communication breed toxicity. Effective communication is the antidote, but it should be free-flowing from bottom to top & top to bottom. In a positive culture I had the privilege to lead, we used induction interviews, and an open door policy, promoted the right to information, embraced freedom of expression, & held "pest control" meetings where the teams from all processes directly engaged with the leadership. These initiatives empowered, boosted productivity, spurred innovation, enhanced transparency, employee engagement, retention & trust in the leadership.

In my outsourcing business, I prioritize fostering open communication among team members. For example, I encourage regular check-ins where everyone can share their thoughts and ideas freely. This approach creates a safe space for dialogue, enabling us to address any issues or concerns transparently. By promoting open communication, I empower my teammates to contribute to a positive company culture where everyone feels heard and valued.

Encourage an environment where employees can freely express thoughts and ideas, through regular check-ins and open forums, to build trust and collaboratively improve culture.

Toxic company culture can be transformed by assessing and establishing values, fostering connection among team members while continuously monitoring and adjusting initiatives for improvement, leading by example, and empowering employees. Training, addressing toxic behaviors, and prioritizing well-being are crucial, and alongside celebrating progress.

Converse to Universe: Launch a "Communication Constellation" in your workplace galaxy. Transform each interaction into a star, each dialogue into a connection, weaving a vibrant tapestry of understanding across your organizational cosmos. Host "Galactic Gatherings" and "Nebula Chats" to encourage open exchanges and ensure every voice has a platform to shine. As your constellation grows, watch as the once dark void of miscommunication becomes illuminated with the light of clarity and collaboration. Remember, in the universe of a thriving workplace, every star's twinkle contributes to the collective brilliance.

Skill Safari: Embark on an adventurous journey through the wilds of professional growth with "Skill Safari." Equip your team with maps, compasses, and binoculars to spot opportunities for development lurking in the underbrush. Set up camps at workshops, webinars, and courses where each explorer can hone their skills, gather new tools, and bring back valuable knowledge to share with the tribe. Celebrate each discovery with tribal dances around the campfire. In the vast savannah of the workplace, investing in development transforms your team into skilled navigators ready to tackle any challenge the jungle throws.

Offer professional development and training to boost morale and equip employees with skills for success and adaptation to cultural changes, ensuring programs are inclusive and cater to diverse needs.

As a reminder, training is only one small piece of development. To do development well, leaders must create opportunities for development experiences, make time for reflection and insight integration, demonstrate excellence, and work with people on their development. Development is about doing until you are achieving and ultimately being it (mastery).

To avoid Toxicity it's important to hire for positive Attitude more than skills.. people with the right attitude are adaptable & blend in with the New culture easily & serve as an example for others to follow. The gap in their skills can easily be covered with the right Training & Development, which is also a crucial part of Empowering people & boosting the performance of the organisation. It pumps in positivity & inspires a growth mindset in the culture. By Training them you build confidence & sense of security...they feel valued & give their best to everything they do as they know they are a part of the growth the Organisation' achieves.

One practical insight is to create cross-functional teams tasked with championing positive cultural initiatives. These teams can represent diverse perspectives within the company and collaborate on implementing strategies for change. For instance, in my previous role, we formed a Culture Transformation Task Force comprised of employees from different departments and levels. This approach ensured that initiatives were well-rounded, resonated with various segments of the workforce, and fostered a sense of ownership and accountability among team members.

Track cultural transformation progress with metrics on attitudes, satisfaction, and performance, adjusting strategies as needed. Celebrate victories to motivate and reinforce positive changes, remembering culture transformation is ongoing.

In my outsourcing business, I implement regular assessments to measure our cultural transformation progress. For instance, we track employee satisfaction through surveys and performance metrics. By analyzing this data, we can identify areas of improvement and make necessary adjustments to our strategies. Celebrating milestones, like improved collaboration or increased job satisfaction, keeps our team motivated and engaged in the transformation journey. This continuous evaluation ensures we stay on track towards cultivating a positive and supportive work culture.

Los valores y la misión de una organización son el cimiento de una cultura de bienestar, actuando como una brújula que guía a todos hacia el progreso continuo. Reconocer y celebrar los comportamientos alineados con estos valores es esencial para fortalecer e instalar este tipo de cultura. Cuando los colaboradores son valorados por sus acciones positivas, se sienten motivados a seguir contribuyendo al logro de los objetivos de la empresa.

Start with the most important thing - are you in charge to handle such a change? Despite many advices that we all responsible for culture, actually, cultural change management requires very high skills, personal stamina and remit given by the highest management. It’s easier to talk about culture, than make the changes happen! If you miss anything of the above, just don’t start. You will be smashed by the reality and may lose your confidence for years!

In its simplest form, culture is behaviour repeated. And culture is formed whether you are being intentional about it or not. Whilst everyone is responsible for the culture, the company policies, processes, and leadership team play a significant role in influencing this and setting the standard; we set what we accept. So whilst culture change can be explained easily, the shift takes time (sometimes a long time). Why? Because for people to change behaviour, they need to align their motivations, thoughts, beliefs. That is why I find a purpose-led culture is always the most effective approach: start with your WHY, define your HOW, embed them across the business - policies, processes, EX, CX - hold your leaders accountable and watch the shift.

Kickstart change by spotlighting small wins and positive behaviors across all levels. Highlighting these success stories through internal channels can shift focus from negativity, inspiring others by showing change is achievable and recognized. This approach seeds a more positive culture, motivating incremental improvements company-wide.

If your company culture is toxic you need to investigate and figure out the root cause to address and turn things around. If toxicity comes from the top, it will be extremely difficult to transform the culture, as those in charge will be unwilling to change unless there is another reason for doing so. If there is a specific section with toxicity, you need to isolate that group and figure out what's going on: are there specific people who are contributing to the toxicity? Are others just quietly following? Are others taking the toxic lead and spreading evil instead of doing good? Need to place a tourniquet in that section and work on it while aligning with the well-functioning group.