Top 3 Contributors to People Problems - #3 Toxic Work Culture

Over the last few weeks, I have shared what I believe are two of the biggest contributors to people problems in organizations:

A – Accountability

B – Bad bosses

Now, we are on number 3, the C of the ABC acronym:

C – Culture that is toxic?(or heading in that direction)

Let's start by defining culture as it sometimes seems like a nebulous concept. Culture is everything people think, say, and do in your organization. And I'm sure you have heard that "Culture eats strategy for breakfast." A positive work culture is critical to long-term success!

Toxic Culture

A toxic culture is plagued by fighting, drama, politics, and unhappy employees to the point that productivity and employee well-being are affected.

Below are some common characteristics:

1. Bullying and intimidation occur frequently.
2. Coworkers frequently gang up on each other.
3. Bosses or coworkers frequently take credit for others’ work.
4. Employees are insubordinate.
5. Office gossip and false accusations run rampant.
6. The boss is ineffective or absent.
7. Everyone operates under different rules.
8. The environment is highly political.
9. Supervisors don’t communicate expectations well or at all.
10. There seems to be dark, fearful energy that flows through the workplace.

If you have any of these characteristics, you are not headed in the right direction.

To Assess and Elevate Your Culture, Do This!

Keep in mind that working on issues A and B will also help with C!

STEP 1 - Assess

Your culture is what is REALLY happening in your organization where the rubber meets the road. There is often a gap.?Here are some ways to assess your work culture.

• Observe - Spend some time observing how people interact and treat each other. You may have articulated organizational values but if people aren’t using them in how they relate to one another then they aren’t hardwired into your culture. Ask yourself, "Is what's posted on the wall (your values), happening in?the hall?"
• Do a formal culture assessment - You can do this assessment yourself but sometimes it’s better to have a neutral third party conduct it such as InfluenceHR Consulting:) as they will be more objective. Gallup suggests auditing all people-related programs and communication including performance management, recognition, compensation, recruiting, onboarding, values, rituals, and team structures for alignment and consistency with your purpose and brand.
• Gather Employee Feedback - Gather employee feedback on how they view the culture, their pain points, and what they feel is going well. This can be done through focus groups, stay interviews, or employee surveys.?

STEP 2 - Analyze

Review and analyze the data gathered through the assessment.

• Based on your data, what is your culture currently?
• What are the gaps from what you want it to be?
• What do employees feel are the strengths of your culture?
• What are their pain points?
• Is there a lack of accountability? If so, where??

Gather best practices regarding your desired culture that you might consider incorporating into your organization or team.

?STEP 3 - Action Plan

Now that you know where your culture stands vs. where you want it to be, you can move toward your desired culture. Do the following to establish your action plan.

• Set SMART (specific, measurable, achievable, realistic, time-bound) goals to elevate your culture.
• Get buy-in from all stakeholders including senior leaders, managers, and employees.
• Once you have finalized your goals, work toward achieving them.
• As you make changes, ensure you promote your improvements by reminding everyone what you have done and why.

If you would like some assistance or additional information to help in elevating your culture, feel free to reach out and ask about the Culture Catalyst Solution.

#workculture #culture #employeeengagement #employeeretention #incivility #hr #hrconsulting