Turning Around a Toxic Workplace: A Practical Guide

Recently I came across an interesting article on NDTV and News18 about Pune Man quits "Toxic" Job dances to Dhol Beats in front of Ex-Boss. The viral video of the man, who had clearly reached his breaking point after enduring a toxic work environment, struck a chord with many people who have experienced similar situations.

Obviously these news are amplified by the News Agency to garner maximum views. But beneath the sensational headlines and the entertaining spectacle of the man's dance routine, there lies a serious issue that many workers can relate to. This topic is also relatable to maximum number of viewers as majority are in working category and some part of their career they may have experienced an Toxic work environment. A toxic workplace can take many forms, but at its core, it is a work environment that is harmful to an employee's well-being and productivity.

Almost in all cases where I have conversations with my coachee, they blame the CEO (if it is an Small to Medium size enterprise) or Managers if it a MNC or Public limited company. It's easy to point fingers and lay the blame at the feet of those in power when things go wrong. After all, they are the ones setting the tone and direction for the organization. But while leadership certainly plays a crucial role in shaping the company culture, the reality is that a toxic work environment is often a result of complex systemic issues that involve both management and employees.

This post is for majority of employees who are experiencing a toxic work environment. If you find yourself in this situation, know that you are not alone and that there are steps you can take to improve your situation. While it may onset look like the environment is created by CEO / Manager however if you go deeper and put yourself in their shoes, you may realize that such behaviours and actions are triggered by the employees themselves. Employees and management are interdependent – their actions and attitudes mutually influence each other, shaping the overall health of the workplace.

There are four areas which is tracked in any organization. From the Top: 1. Impact 2. Outcome 3. Output 4. Efforts. What impact the organization is currently having. For example, . Effectively solving a customer pain points and delighting them. Next outcome, The number of clients where we are solving their pain points (this is specific to Sales and Marketing, outcome will change for each department, however impact remains the same). 3. Output: The number of proposals sent, the number of meetings held, the number of outreach made ... etc. 4. Efforts: The number of days worked, Maintaining Dicipline like coming to work on time or completing tasks on time, attending meetings, number of hours worked. These are the key metrics that drive decision-making and strategy at all levels of the organization.

Most CEOs and management staff do start from the top measuring the impact, then going to outcome, moment they see the desired outcome is not meeting their expectation, quickly they get into output and again if they are not satisfied with the desired output, they move and start tracking on Efforts. This downward cascade of focus from impact to effort is a natural response to pressure and the need to demonstrate results. But when this focus becomes overly fixated on controlling and micromanaging employees' efforts, it can create a stifling and toxic work environment.

In many casees they firmly believe if the efforts are tracked, measured and controlled they will be able to alter the output, outcome and impact. Which is true however, if the same is done negatively by coercieve methods, it will not get the desired output thereby creating a toxic environment. Negative reinforcement, micromanagement, and a lack of trust in employees' abilities are the hallmarks of this approach, and they invariably lead to resentment, disengagement, and a decline in performance.

The bulk of the employees are trying to gain attention, there is a stiff competition and also the arise of politics because of which some employees disengage and some actively disengage, this impacts employees who are engaged and highly engage. In this kind of environment, collaboration gives way to self-preservation, and the overall morale and productivity of the team suffers. In any organization you will have 20% of employees either disengaged or highly disengaged however because of their behaviour the entire organisaiton is penalized. These "bad apples" can have an outsized impact on the workplace culture, dragging down everyone around them. These are hard realities. But acknowledging them is the first step towards addressing them.

I would like to propose two things. 1st: CEO and management needs to realize, not to penalize the 80% of the staff for the behaviour of 20% of the staff. For which focus on strengthening 1st and 2nd level of leadership in the organizaiton. These middle managers are the bridge between the top leadership and the frontline employees, and their competence and effectiveness are crucial to creating a healthy work environment. Here are the three things that needs to be done by the CEO/Management.

1. Focus on building camadarie and teams, use teambuilding , visioning exercises to bring everyone on to the same page. Teambuilding exercises brings everyone on the same page and also helps builds bonds and fosters collaboration. When employees feel part of a cohesive team working towards a shared vision, it can mitigate the impact of individual "bad actors" and create a sense of collective responsibility for the workplace culture. This is not an one time activity, it is a series of intervention with proper research and execution and to be done by an expert with an end in mind. This activity should be done as a fun excercise.
2. Leadership Development: Coach and Mentor your 1st and 2nd line of management on how to deal with people, teach them situation leadership, when to use different leadership style. Effective leadership is about more than just technical skills – it requires emotional intelligence, empathy, and the ability to adapt one's style to different situations and individuals. Teach them, how to coach and mentor. This way they will be able to get the work done, maintain a positive environment and also build trust and credility.
3. Establish a good governance: Business systems as part of the OD which will help to keep goals in track.

By investing in the development of their middle managers, organizations can build a strong, aligned leadership team that can drive positive change throughout the organization. Following these three, one will slowly get rid of micromanaging employees and start to foster more productive work environment. A culture of coaching and mentorship, where leaders support and empower their teams rather than controlling them, is the antidote to a toxic work environment.

Once you have a productive environment, toxicity will slowly fade away. For employees: Here are three things, you need to focus and deliver in order to turn around.

1. Just follow the instructions from the management to start with, even if it does not make sense. You are dealing with humans and senior executives carry little ego and pride, you can't start off with a wrong side, focus on building credibility and trust in the beginning, and to build that, just follow the orders in the beginning, and then slowly influence them to make the right decisions by bringing in data / case study and other research. This may be difficult, especially if you feel undervalued or micromanaged, but it's a necessary first step in rebuilding a positive working relationship.
2. Eliminate Gossips: Do not indulge in gossips at office, if you do not indulge, it is likely you will be outcasted. It's ok, remember career is personal and you are all alone, you have to do the right thing for yourself and for the organization, you are not here to please anyone. Gossip and negativity are like a virus in the workplace – they spread quickly and infect everyone around them. Yes you will have to bond, establish relationship and collaborate with others. When you do not indulge in Gossip, you will be ignored for a short time however when folks see your work, dedication, passion and objectivity. They will soon come and get associated with you, people like to be with someone who are decisive and strong, this is a natural and psychological factors. By refusing to participate in negative talk, you set yourself apart as a professional and a leader, and you create a space for positivity and respect to grow. Third: Consistenly learn, grow and contribute:
3. Be a problem solver, consistently show responsibility, accountability and take charge in resolving problems. View problmes as opportunities. There are n number of problems in an organization, pick one and resolve. Do not be a spectator, saying why I should, this is not my problem. This proactive approach not only improves the organization but also elevates your own value and job satisfaction. If you solve problem, you are benefitted first by becoming a highly skilled employee, organization benefit is secondary. By focusing on your own growth and contribution, you take ownership of your career and your workplace experience.

In summary:

Toxic environment is a by product of both employer and employee, it's like a chicken and egg story, which came first. The truth is, it doesn't matter – what matters is recognizing that both parties have a role to play in creating a healthy workplace. Both needs to work together to create a positive work environment, even any one of them makes the first move, things will move in the right direction. It's like a snowball, once the small snow ball is rolled, it will gain momentum at some point. Change takes time and effort, and there will be bumps along the way. Till it gets momentum, there is lot of effort required and this is the time one needs to show GRIT and persistence. Let's not think and await for the perfect environment, let's own it to make a perfect environment. It starts with each of us taking responsibility for our own actions and attitudes, and then reaching out to others with understanding and collaboration.

Together, we can build workplaces that bring out the best in everyone – places where we can thrive, not just survive.