"Are You Leaving a Job Due to Toxic Culture, or is it a Reflection of Your Mental Health and Adaptability?"

"Is It the Workplace Culture or Your Mental Health and Adaptability That’s Really at Play?"

By Akhilesh Sharma, Director, Adamant HR

In today's rapidly evolving corporate world, "toxic workplace culture" has become a common reason for employees leaving their jobs. Many cite the need to protect their mental health, a valid and critical priority. But there’s an important perspective that often goes unconsidered: What if the problem isn’t just the workplace, but also your mental health and ability to adapt?

Toxic Culture or Personal Experience?

A recent study by the MIT Sloan Management Review found that toxic workplace culture was the top driver of turnover during the Great Resignation, making employees 10.4 times more likely to leave compared to issues like pay. However, there’s a layer of complexity here. Not everyone feels this "toxicity" equally. While some employees thrive under certain leadership and workplace pressures, others may feel overwhelmed or emotionally drained by the same environment.

The reason? Mental health and adaptability.

We must acknowledge that mental health is deeply connected to how we experience our surroundings. For instance, an employee dealing with anxiety, stress, or burnout may perceive the workplace as far more toxic than colleagues who aren’t facing the same struggles. The way we process stress, change, and workplace challenges depends heavily on our emotional resilience and ability to adapt.

Adaptability and Mental Health: A Two-Way Street

It’s no secret that mental health directly impacts how we cope in the workplace. Gallup’s research shows that 70% of the variance in employee engagement can be attributed to management quality. However, individual adaptability plays a significant role in how that management is perceived. Employees with high emotional resilience and adaptability are better equipped to navigate stressful or challenging environments without being overwhelmed.

A study by the American Psychological Association found that employees with higher adaptability are 4.5 times more likely to report better mental health outcomes in high-stress environments. On the other hand, those who struggle with adapting to new dynamics often view their work culture as toxic, even when others in the same environment are thriving. This makes it critical for individuals to assess their own role in the way they experience workplace culture.

The Cycle of Job Instability: A Mental Health Concern

One troubling pattern is that employees often leave jobs due to perceived toxicity without fully addressing their own mental health challenges, only to find the same issues in their next role. Harvard Business Review highlights that 58% of employees who quit due to toxicity report facing similar issues at their new jobs.

This points to a deeper, often overlooked problem: Job instability can be linked to unresolved mental health concerns and a lack of adaptability. When an employee moves from one job to another without addressing personal factors like stress management or emotional resilience, they may find themselves facing similar dissatisfaction, regardless of the work environment.

This cycle of leaving and re-entering new roles, while expecting different results, can further destabilize an individual's mental health. They may feel increasingly disillusioned, blaming external factors when, in reality, the root issue lies in their personal challenges—such as unaddressed anxiety, emotional burnout, or difficulty adapting to different workplace dynamics.

Building Resilience: A Key to Success in Challenging Environments

So, what’s the solution? Building emotional resilience and adaptability is crucial for thriving in complex and high-pressure environments. A survey by Deloitte found that employees with access to mental health resources and resilience training were 20% more likely to stay with their company, even in challenging situations.

Before labeling a workplace as toxic, it’s worth asking yourself: Have I taken steps to strengthen my mental health and adaptability in the face of challenges? Are there personal factors—such as unresolved stress or burnout—that might be contributing to my negative perception of the workplace?

While genuine cases of toxic culture and poor leadership certainly exist, many instances of perceived toxicity may actually be an individual's response to the stress or pressure inherent in modern work environments. By developing emotional intelligence, practicing stress management, and seeking mental health support when needed, individuals can better navigate workplace challenges without immediately turning to resignation as the solution.

The Role of Employers in Mental Health and Adaptability

Employers, too, must take responsibility for fostering environments that support mental health and adaptability. Creating a culture where mental health is openly discussed, and providing accessible support, can dramatically improve both employee well-being and retention. According to SHRM (Society for Human Resource Management), 65% of workers who experience toxic environments stay silent out of fear of damaging their career prospects, highlighting the importance of open communication and support systems.

At Adamant HR, we encourage organizations to adopt a proactive approach to mental health. Leadership should not only address overtly toxic behaviors but also recognize that supporting employee adaptability—through training, counseling, or mental health resources—can significantly improve overall workplace harmony.

Conclusion: A Call for Self-Reflection and Balance

The next time you’re considering leaving a job due to what you perceive as a toxic work culture, take a step back and reflect. Is the toxicity truly coming from the environment, or is it a reflection of your own mental health and adaptability challenges? Before making a decision, ask yourself if improving your resilience, emotional intelligence, or stress management could shift your experience.

Addressing mental health is a shared responsibility between employees and employers. A balanced approach—where mental health is prioritized and adaptability is nurtured—can prevent unnecessary turnover and promote long-term career stability. In today’s dynamic work environments, thriving requires more than just the absence of toxicity; it demands resilience, adaptability, and proactive mental health care.