Toxic Environment At Work

"Kick me, kike me; Don't you black or white me; All I wanna say is that they don't really care about us" - Michael Jackson

Positive work culture? Or compensational pre-conditioning to support the intricate facade of pre-set heavily role-modelled organizational tones and behaviors? So much so that a company I once worked for blindly modelled a healthy growing business ideology of self to the very end. The end in this case was defined as involuntary administration with millions of dollars of investor money wiped out.

How deep does your "culture" really runs? Most go from pay cheque to pay cheque in my view as the nature of pent-up resentment surfaces within the very short window called post resignation "notice period". Thus, the exit interview can be by default a very biased tool to measure organizational health.

The unfortunate really is many organizations are still struggling with toxic environments that breed distrust, resentment, and egregious behaviors like harassment, discrimination, and bullying. According to a recent survey by EVERFI, Inc., the leading social impact education innovator, these issues are not only prevalent but are often left unaddressed by organizations.

Please keep in mind this survey was conducted in US.

The Survey Findings

EVERFI's survey revealed some alarming statistics:

• 53% of respondents said their organization does not address toxicity issues.
• 48% reported that their organizations do not allocate funding to promote a healthy workplace.
• 40% indicated that their organizations will not increase their emphasis on addressing toxicity in the coming years.

Key Survey Findings Expanded:

• Prevalence of Toxic Behavior: The survey indicates that toxic behavior remains widespread in many organizations. Forms of such behavior span from subtle actions like exclusion and withholding information to more overt misconduct such as harassment.
• Organizational Inaction: Alarmingly, 53% of respondents indicated that their organizations are not addressing these issues sufficiently. This suggests a gap between recognizing toxicity and taking actionable steps to mitigate it.
• Lack of Funding and Emphasis: Further underlining this gap, 48% of surveyed employees noted that their employers do not allocate specific funding towards creating healthier workplace environments. Moreover, 40% conveyed that there is no anticipated increase in efforts to address toxicity in the near future.

The implications of this data are profound. Toxic workplaces not only harm employee well-being and productivity but also pose significant risks to organizational culture and bottom-line performance. Failing to address such issues can lead to high turnover rates, decreased employee engagement, and potential legal consequences.

The survey thus suggests strong focus on leadership development and focus on particular areas of leadership.

Focus on the Leaders - rethink workplace training

Training is another critical area where organizations often fall short. The survey found that many organizations don’t provide training related to even the most egregious types of toxic workplace behaviors:

• Proactive Culture Creation: Only 38% of respondents feel that leaders take proactive steps to cultivate a positive workplace culture.
• Problem Prevention: A mere 20% believe that leaders are adept at preventing issues before they manifest.
• Conflict Management: Just 25% of employees think their leaders excel at managing conflicts.
• Handling Difficult Conversations: Only 28% consider their leaders proficient in having difficult conversations.
• Coaching Effectiveness: About 31% of respondents feel that their leaders are effective coaches.

The Impact of Leadership Gaps:

These statistics highlight significant gaps in leadership capabilities that have a direct negative impact on workplace culture. Ineffective leadership can perpetuate toxic behaviors, erode employee trust, and stymie organizational growth.

Strategic Focus on Leadership Development:

1. Upskilling Managers: Organizations need to invest in comprehensive training programs focused on essential leadership skills, such as conflict resolution, critical conversations, and coaching. This not only empowers leaders but also sets a standard for expected behavior.
2. Accountability Measures: It's crucial to hold leaders accountable for their actions. This includes incorporating values and behavior alignment into performance reviews to ensure that leaders consistently uphold organizational values. Imposing meaningful consequences for failing to meet these standards is also necessary to drive change.
3. Bystander Intervention Techniques: Training leaders in bystander intervention can equip them with the skills to address toxic behaviors proactively. By learning how to intervene effectively, leaders can help prevent minor issues from escalating into more significant problems.
4. Continuous Development: Leadership development should be an ongoing process. Regular workshops, seminars, and mentorship programs can provide leaders with current strategies and tools to handle evolving workplace dynamics effectively.

Single most important criteria to the success of any leadership development program is the Top Suite. You cannot fix the organization below if the resistance comes from the Top.

Strategic Focus on Encouraging Employees to Speak Up

A culture of silence can perpetuate toxicity in the workplace. Encouraging employees to speak up about their concerns is essential for identifying and addressing issues before they escalate. However, creating an environment where employees feel safe to voice their concerns requires more than just an open-door policy.

• Anonymous Reporting Systems:

Safety and Confidentiality: Implementing anonymous reporting mechanisms, such as hotlines or digital platforms, ensures that employees can report issues without fear of retaliation. This layer of anonymity encourages more honest and frequent reporting.

Ease of Use: These systems should be user-friendly and accessible to all employees, ensuring that there are no barriers to reporting.

• Regular Communication:

Transparency: Regularly communicate the importance of speaking up and outline the specific steps and measures the organization takes to address reported issues. Transparency in these processes builds trust and underscores the organization's commitment to addressing concerns.

Leadership Involvement: Leaders should visibly support these initiatives, reinforcing the message that employee voices are valued and crucial for organizational health.

• Support and Resources:

Employee Assistance Programs (EAPs): Provide comprehensive support services, including counseling and legal advice, to employees who come forward with concerns. These resources can help alleviate the anxiety associated with reporting and offer practical assistance.

Follow-Up and Feedback: Ensure that employees who report issues receive timely follow-up and feedback on the actions taken. This process not only validates their concerns but also demonstrates the organization's responsiveness.

• Recognition and Reward:

Acknowledgment: Publicly recognize and reward employees who demonstrate courage and integrity by reporting issues and suggesting solutions. This recognition serves as a powerful incentive for others to speak up and reinforces a culture of accountability.

Positive Reinforcement: Create formal programs to acknowledge contributions to a healthier workplace culture, such as awards or career advancement opportunities. Positive reinforcement can motivate employees to engage in proactive behaviors.

Building a Safe Environment:

To create an environment where employees feel safe to express their concerns, organizations must commit to:

• Consistent Messaging: Continuously reinforce the importance of open communication through various channels, including meetings, newsletters, and training sessions.
• Leadership Training: Equip leaders with the skills to handle reports sensitively and effectively. Training in active listening, empathy, and confidentiality is crucial for fostering trust.
• Cultural Shift: Encourage a shift in workplace culture where transparency, accountability, and mutual respect are core values. This cultural transformation requires ongoing effort and dedication from all levels of the organization.

This is where I would stop and seek your thoughts on how to--- in the comment section below

Truly Yours

Narghiza E.