5 Toxic Behaviours in the Workplace that Most Team Cultures Have Normalised

Certain toxic behaviours have embedded themselves in our work cultures, corroding the foundation of trust and respect. These behaviours create a psychologically unsafe environment and lead to a sharp decline in engagement and performance levels. It's high time we shed light on these insidious practices and recognise the transformative benefits that await us when we address them head-on.

1) Delivering feedback rudely and calling it "being honest":

Candid feedback is crucial for growth, but delivering it with rudeness masks constructive criticism as harsh honesty or 'tough love'. This approach is a command and control leadership style that erodes trust and leaves team members feeling demoralised. It fosters a culture where open communication becomes rare, leading to declining engagement and performance.

Constructive, effective feedback, delivered respectfully, builds confidence and encourages open dialogue. It empowers employees to learn and grow, improving performance, productivity and loyalty.

2) Playing Victim and blaming others or systems for their behaviour:

When individuals deflect responsibility by playing the Victim, it erodes accountability and trust within the team. This behaviour creates an atmosphere of finger-pointing rather than problem-solving. Over time, it leads to a decline in overall engagement and hampers the team's ability to collaborate effectively.

Fostering a culture of accountability encourages individuals to take ownership of their actions and decisions. Accountability as a behaviour leads to a more productive and cohesive team capable of overcoming challenges collectively.

3) Doing the bare minimum in addressing mental health & well-being issues:

Most organisations have an EAP service and occasionally do something for "Are you OK Day?" or Mental Health Week.?

Employee Assistance Programs (EAP) & Mental Health awareness campaigns ARE NOT ENOUGH!?It's the bare minimum.?

This is clear with significant burnout cases in executive teams and high-demand roles, high-stress anxiety reports across the board and significantly high disengagement rates plaguing the Australian workforce.

Prioritising mental health is not optional; it's a fundamental aspect of a psychologically safe workplace.?

People are our asset, and investing in our people's mental, physical and emotional health will see instant and significant improvement in business performance, collaboration and loyalty of employees. A workplace that prioritises mental health fosters a culture of compassion and empathy.?

4) Gossiping/talking trash about your team member, leader, or organisation:

Gossip corrodes trust and creates a toxic atmosphere within the workplace. It undermines team cohesion and leads to a breakdown in communication. This behaviour erodes the psychological safety of the environment, leading to poor performance and disengagement.

Promoting open and respectful communication cultivates a culture of trust and mutual respect. Leading to stronger team bonds, improved morale, and, ultimately, higher performance levels.

5) Micromanaging and mistaking it for 'performance management:

Micromanagement stifles creativity, diminishes autonomy, and corrupts the trust within a team. It communicates a lack of faith in team members' abilities and stifles their growth potential. This behaviour ultimately leads to decreased engagement, performance and well-being of both manager and employee.?

Sadly, many managers are unaware that they are micromanaging and confusing it with "performance management".?

If the manager is undergoing a personal well-ness challenge, they will likely be controlling and micromanaging.?

Empowering employees with autonomy and trust results in a more motivated and empowered team. Leading to increased creativity, improved performance, and a more dynamic workplace.

We must identify and rectify these toxic behaviours in our workplaces. Doing so will not only create a more inclusive and psychologically safe environment but will also unlock the true potential of our teams. Let us strive for workplaces where trust, respect, and empathy reign supreme, paving the way for unparalleled innovation and success.