TOXIC CULTURE: HOW TO FIX YOUR MOST EXPENSIVE PROBLEM

Toxic corporate culture is 10.4x more likely to result in turnover from an organization than compensation.

According to SHRM , toxic workplace culture cost US employers $223B in turnover over a 5-year period.

Simply put, you can’t afford it.

Want to know the #1 predictor of toxic workplace culture? ?In the words of the great poet, Aretha Franklin, lack of:

R-E-S-P-E-C-T

RESPECT IS THE FLOOR NOT THE CEILING

Respect isn't a perk or something to be earned with age, experience or performance. It's the absolute minimum requirement for a functional workplace.

If respect is so important, then how is it going? Unfortunately, our research at UAB Medicine Office of Wellness found that almost 1/3 of healthcare workers did not feel respected at work.

HOW DOES LACK OF RESPECT SHOW UP?

1. Interrupting: Consistently cutting others off conveys that their input isn’t valued.
2. Ignoring Boundaries: Not respecting someone’s time, workspace, or personal boundaries can lead to discomfort and resentment.
3. Public Criticism: Giving negative feedback in a public setting can embarrass and demoralize. Constructive criticism should be private and respectful.
4. Dismissive Body Language: Eye rolls, sighs, or looking at your phone when someone’s talking are subtle but clear signs of disrespect.
5. Talking Over Others: Overpowering conversations or constantly being the loudest voice in the room silences others and stifles collaboration.
6. Failing to Listen: Ignoring or zoning out during conversations shows a lack of respect for what others have to say.
7. Discounting Opinions: Dismissing others’ opinions or contributions because of their status, age, position, appearance, or title.

?IT ISN’T THE MONEY

Leaders often hear that people are frustrated or considering leaving the organization because they don’t get paid enough.

“You don’t pay me enough” might actually be

“You don’t pay me enough to put up with this terrible culture."

IT IS ABOUT LEADERSHIP

In our research on nurses, we found that the top theme in how people described a toxic culture was:

POOR LEADERSHIP.

When people experience disrespect, cutthroat behaviors, backstabbing or gossip—they blame the leader. How can they let this happen to me?

Sometimes leaders are so fearful of people leaving and not being able to replace them that they allow these behaviors, rather than holding employees to a higher standard. Unfortunately, this backfires.

Lack of accountability for these behaviors often means that your best employees and performers—the ones with the most options for a different job—will leave. You’ll be left with the mean ones.

WHAT TO DO?

I love a good catchphrase. Here are some things you can say to get things back on track when you see disrespect happening:

1. Addressing Interruptions

“I’d like to hear [Person’s Name] finish their point before we continue.”

“Let’s allow everyone a chance to speak. [Person’s Name], please go ahead.”

“Can we circle back to [Person’s Name]'s thoughts? I want to make sure we hear their full perspective.”

2. Dealing with Dismissive Body Language

“I sense some hesitation. Let’s make sure everyone feels heard—does anyone have additional thoughts?”

“It’s important that we approach everyone’s input with respect. Let’s stay mindful of our reactions.”

“To foster collaboration, let’s be mindful of our non-verbal cues. I want everyone to feel their voice matters here.”

3. Redirecting Public Criticism

“Constructive feedback helps us grow. Let’s discuss any concerns with a focus on solutions.”

“I appreciate the feedback. Let’s ensure it’s delivered in a way that supports our team’s growth.”

“For sensitive topics, let’s consider addressing those one-on-one after the meeting.”

4. Handling Credit-Taking or Idea Appropriation

“That’s a great point, and I believe [Original Person’s Name] first brought it up. [Name], would you like to expand on that?”

“Thank you for building on [Original Person’s Name]'s idea. [Name], do you have any additional thoughts?”

“I want to recognize [Original Person’s Name]'s contribution on this. Collaboration like this moves us forward.”

5. Responding to Overpowering or Dominating Behavior

“Let’s give others a chance to weigh in before we continue.”

“We value everyone’s input. Can we go around the room to ensure all perspectives are shared?”

“Let’s hear from someone who hasn’t spoken yet. [Other Person’s Name], do you have thoughts on this?”

6. Addressing Gossip or Negative Comments

“I think it’s best to stay solution-focused. Is there something actionable we can address together?”

“Let’s keep the conversation constructive and focused on team goals.”

“To maintain a respectful environment, let’s avoid personal comments and keep our focus on the work.”

A toxic culture isn't just bad for morale – it's bad for business. And while fancy perks and benefits are nice, they can't compensate for a lack of basic respect and human dignity.

What's one step you're taking to build a more respectful workplace culture? Share in the comments below. ??

Lead Well,

Katherine

#humanmargin

I love bringing the rigor of scientific research together with practical tactics to equip leaders to strengthen the human margin within their organizations and teams. To learn more: www.katherinemeese.com

For more like this, check out my latest book with Quint Studer, The Human Margin: Building Foundations of Trust.

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