Being Successful In a Weak or Toxic Work Culture

A popular quote “You can’t control everything that happens to you, but you can control the way you respond. And in your response is your greatest power. Yes, most of your stress comes directly from the way you think and respond, not the way life is. Adjust your attitude, and all that extra stress is gone.”?

It is important to let go of anything you cannot control, especially if you are working in a toxic environment. Rather than being in a constant state of stress, take charge of your own well-being. It does not matter whether it is a little or a lot of toxic, you must protect your mental, physical, and professional well-being.?

Following are a few strategies, I used in my 16 years of long-standing career, in an organization that had a toxic and weak culture. A result of which, I was promoted within a year since start-date.

Upon realizing my situation, I was determined to succeed and committed to my own objectives and values rather than running away. I worked hard to influence and positively impact the culture of the organization. In spite of committing to your values and objectives, if you remain unhappy, you may need to consider other options.

• Ask for Help =

People who contributed to the creation of a toxic work environment may have difficulty initiating change.? As a result, it is difficult for such leaders to improve work environments. Leaders, however, are in a position to continuously improve the overall culture of a company or organization. Leaders can analyze their current culture, identify issues raised by employees, and outline ways to create an inclusive and morale-boosting workplace by conducting employee satisfaction surveys. The management of a company can seek help from an external business coach to learn and apply techniques that could boost a positive workplace culture where employees feel psychologically secure. Don’t hesitate to ask for help.

• Keep Your Boundaries In Mind =

I am always mindful of my own boundaries as a person of values and principles. Focus on what you stand for rather than what others are doing. Always make sure the things you are doing are in line with your values and are not just following the crowd. Be wary of activities that you do not respect, and refrain from participating in gossip and backstabbing unless you feel that your voice can make a difference. Do not allow your sense of self and what you stand for to be affected by the toxicity.?

• Mindful Meditation & Simple Walk =?

When done mindfully, a short walk can transform your entire outlook. Spend 10 minutes refreshing your body as well as your mind. Be attentive to what you see, hear, and smell. It is natural for the mind to feel more grounded when it becomes more aware of the physical senses. Simply return your attention to the physical sensation and rhythm of your body walking along if your mind wanders (which it inevitably will).

Mind-body practices such as meditation have been used for centuries to promote calmness, improve physiological balance, and improve overall health. As more and more studies confirm how beneficial meditation is to the mind and body, companies are increasingly implementing meditation programs for their employees.?

Meditation & simple walk of 10-15 mins can bring a balance & calm you down from any stressful or such situations. Recommend such techniques to your employees or team members as often as you can.?

• Human-Resource Function =

Let me give you an example from my own experience. In my career, when I encountered such toxic personnel, I contacted HR and scheduled bi-weekly 1:1 meetings with them. I remember documenting toxic behavior with examples, screenshots, supporting data, and anecdotes. This helps HR create a very informed action plan to tackle the situation. In small startups, HR hands are more bound by executive leadership, however in matured & seasoned large corporations, HRs are trained & empowered to make right decisions to fix & maintain a positive work culture.?

The human resources department of an organization should be involved in the process when leaders analyze and identify the problems, develop a plan to resolve them, and continually improve the work culture for their employees. In order to create such action plans, HR should review the plan and collaborate with leaders. When there are issues related to dysfunction, HR is often on the front line, as they are trained and empowered to provide support where it is most needed. It is possible to repair and improve toxic work elements by involving good HR functions that are committed to influencing a healthy work environment.?

• Mentor aka A Listener =?

Mentoring is effective in toxic workplaces. Here is an example of how I dealt with toxicity at work recently. In order to succeed, I needed people I could trust and who would be my allies. Allies are those who share the same values, understand the rules, and strive to create an environment that boosts morale. Therefore, it is imperative that you find your allies. While identifying my own allies, I also sought a mentor who is inspiring and can provide support. Once you have found a mentor who can help you navigate these difficult and challenging toxic situations, set up 1:1 meetings to seek honest feedback, discuss your situation & get advice, as well as being available as a listener.?

• Documenting & Documenting =?

A recent study conducted by the Massachusetts Institute of Technology demonstrates that toxic work environments are one of the main reasons employees quit their jobs. There is a strong correlation between a toxic work environment and a low engineering productivity and execution velocity. The importance of recognizing such signs and resolving them cannot be overstated. It is helpful to have documentation on hand in this situation. Documentation demonstrating fair and consistent treatment of employees lends credibility to the employer. In this manner, writing down fact-based, detailed examples of toxic behaviors, work situations and their impact can lend itself to HR and executive leadership, so that they can take action or seek external coaching. These recorded examples together with emails, Slack messages, screenshots, and supporting data can be of great assistance when you encounter difficulties.

In situations, involving disrespectful responses and non-inclusive treatment towards team members, the documentation served as evidence to successfully resolve the situation as well as protect the team members.

Bottomline, it is advisable to opt-in for a career cushion & construct your exit strategy while trying to survive and succeed in a toxic working environment. We all deserve the best! You should view your exit more as a learning vs a regret. If, however, you are driven by that organization’s mission then you need to cultivate mindfulness. My next article is going to be about dealing with stress & mindfulness techniques to succeed at work.