Disengaged workforce- Sign of Toxic corporate Culture

All jobs have some level of stress — even on good days. However, if the thought of going to work makes you tired, depressed, or even physically ill, that's more than just general work stress; these are the signs of working in a toxic or hostile work environment.

A work environment can be defined as any job where the work, the atmosphere, the people, or any combination of those things makes you feel uncomfortable, unappreciated, or undervalued. This can range from all out ????????????????, ?????????????????? ?????? ???????????? ???????? ????, ???? ???????? ???????????? ?????????? ???? ???????? ??????????????????????????, ?????????????? ???????????? ???? ?????? ??????????????, ?????????????????????????? ?????? ???? ?????? ???? ??????????????????. Toxic culture, a product of both leaders’ and employees’ behaviour, are marked by high turnover, low productivity, disengagement, poor performance, and decreased customer satisfaction—all of which have a direct impact on the bottom line. What's more, a toxic or hostile workplace has negative health impacts that can affect your personal life by damaging everything from your self-esteem to your friendships.

Because culture is so critical to the health of a business, it’s important that both senior leadership and employees are able to recognize common types of toxic cultures. Poor company culture can be caused by a number of factors. ??????????????, ?????? ?????????? ???? ?????? ?????????? ?????????? ?????????? ???????? ?? ???????? ???? ???????????????????? ???? ?????? ??????. ???? ?????????????? ?????????????? ?????????????? ?????????????? ???????? ?????????????? ???? ?????????????????????? ?????????? ?????????????????????????? ???? ????????, ?????????? ???? ?? ?????????? ???? ???????????? (?????? ???? ??????????????????) ?????? ??????????-??????????????????????, ?????????????????????????????? ???? ???????????????? ?????????????????? ??????????.

What Makes Culture Toxic?

Toxic Leaders-This tops the chart??-They thrive on demeaning the good performers as they feel threatened with their existence. They are control freaks who get comfort in being at the centre of all the action and keeping track of the minutest activities of their team members. Also, they have no qualms in creating a negative image about you amongst their peers, as they may feel threatened because of your presence.

Poor communication. If managers don't talk openly to their team, or if employees can't share their thoughts with management, that leads to a breakdown in trust.

A toxic employee who backstabs or bullies’ colleagues can erode organizational culture. If management doesn't rein the employee in, other employees may assume the company will tolerate them behaving the same way.

Prioritizing profit above everything else encourages employees to cut ethical corners to suit the bottom line.

Setting employees competing against each other works against building a cooperative culture.

Micromanagement- Being under constant scrutiny by the Managers stresses out the team members.

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Lack of engagement-If the company shows no interest in employees, that makes it harder for them to care.

Consequences of negative/toxic culture include Disengaged Employee, gossiping about Management, higher rates of absenteeism, lack of empathy, flexibility and high employee turnover.

Problems in the workplace begin when people don’t have clear direction from leadership. They are not placed in roles that are aligned with their strengths or where the outcomes of work feed their souls. Another major deterrent to employee being engaged is when the company either lacks values and purpose, or those phrases have just been written down somewhere in a manual and are no longer alive in the organizational culture.

Some of the behaviors exhibited by the disengaged Employee-

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 But we found that ???????????????????? ???????????????? ??????’?? ???????????? “??????????????” ???????? ?? ???????????? ????????-?????? ???? ???????????????????? ???????????????? ???? ???????????????? ???????? ???????????? ???? ???????????????????? ?????????????? ???????????????? ?????????????? ???? ???????????????? ???????? ???? ???????? ???????? ????????. It’s better to get at the heart of the problem, addressing why the employee is disengaged enough to leave in the first place.

 I am a big believer in the power of a talent brand and the ability to articulate your culture through different channels. “In today’s war for talent, candidates are almost always passive. Giving them an opportunity to connect with you in advance of meeting with you, allowing them to form an opinion and then gauge their expectations once they are on site creates another level of engagement.” Most leaders have a hard time frankly acknowledging problems with their company cultures. ???? ???? ???????? ?????? ???????? ???? ???????? ???? ?????? ???????????? ?????? ?????? ?????? ???????? ???????????????????? ???????? ?????????????????????? ???? ?????? ?????????? ?????????????? ???? ?????????? ??????????????????. Fear is the topic we desperately need to talk about at work, but seldom do.Reach out to us at ?????? ?????????? for more understanding and how we help you to create a culture of maximum Engaged Employees.

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