1. Warning Signs of Toxic Workspaces
Your workspace should be a place of empowerment not a place to constrain.
A toxic work environment is understood as “the atmosphere, the people, or any combination making the individual feel disheartened causing severe disruptions in every other aspect of life” (Fuller, 2019).
I used to be in a toxic work environment, but it took me feeling burnt out to realize it. It wasn’t until someone expressed how I looked drained, withdrawn and had even lost my spark.
That was a serious lesson I learned. I was not aware of the warning signs but often made excuses for mine and others’ behaviours. Unfortunately, I remained much longer than needed due to fear.
Research shows that corporate workspaces are more likely to experience toxicity (underappreciated or an unhealthy work/life balance).
Some common warning signs of toxic work environments include (but are not limited to):
(Reflect on the statements below. If you answer ‘yes’ to any of the following, your workplace may be at risk of toxicity.)
– High levels of stress resulting in employees calling in sick.
– The demand to always agree rather than encouraging the employee’s unique voice (a bullying environment).
– Lack of communication or negative communication (lack of transparency, no positive feedback or recognition).
– Unprofessional work environment (everyone out for themselves, lack of team effort).
– No room for growth.
– Does anyone appear happy to be there (satisfaction and engagement)?
– High turnover rates.
– Everyday life becomes filled more with work than ‘life’.
By understanding toxic workplace behaviours, this can be the first step toward understanding what is needed to flourish and be well.
2. How Managers Can Handle a Dysfunctional Culture
Many managers feel overworked picking up the slack of the team.
I have heard managers neglecting their own mental health due to deadlines and meeting bottom lines.
Research shows that toxic work relationships are often caused by leadership, a large workload (overworked) and lack of appreciation (words of praise, public acknowledgement, etc.). Leaders that were controlling, absent, threatening and not supportive of their team ranked number one of the three factors.
I used to be all about the ‘to-do’ list and learned the hard way. I was stifling the creativity, productivity and the ability to learn from my team.
Through mentorship, I learned the importance of fostering positive work environments through modelling.
You may wonder how to do this? Well, it takes intentionality.
1)Be open to mentorship to access continuous support.
2)Be brave enough to ask, listen, discuss and implement team feedback (feedback surveys).
3)Employees see your blind spots, so ask them to help you lead better.
4)(Model work/life balance (take your breaks, give flexible work options, self-care, etc.).
5)Model vulnerability (express your down days or when you are unsure of something).
6)Foster a winning environment through praise, public acknowledgment, pay increase, promotions and professional development opportunities).
Taking an intentional approach can improve your own mental health while fostering opportunities to build on your team’s strength.
3. How Employees Can Cope With Toxicity
I have come across many clients who expressed that they are aware of their work culture being toxic tolerant but not quite sure what to do to change it.
So, I put together a short action plan for those who would like to not only see if they can help change the work culture but also those who would like to keep an eye on their own future.
Phase 1: Self- and Other Awareness
This phase is for individuals who are just realizing that their workplace environment is a toxic-tolerant one. Within this phase, employees may be grieving the loss of their ideal workspace. Some may feel in shock or denial, others may feel guilt and pain, while others may feel angry because they’re still fighting for change.
Within this stage, employees are encouraged to self-reflect and write down the following:
– What are the driving forces behind staying or leaving?
– What behaviours have you noticed that are toxic?
– Are you chronically stressed? (Have great employees become unmotivated or burnout?)
– What is happening to top performers? (No recognition or no advancement?)
– What leadership style does your boss take? (Bad bosses don’t get better without some intervention.)
– Do I feel happy where I am right now? (How Is my mental health?)
– How am I taking care of myself (self-care, breaks, boundaries, etc.)?
– Am I valued for what I do?
– Have I spoken to anyone about how I am feeling?
Phase 2: Form a Coalition
Once you have taken the time to reflect and document in Phase One. It is important to try to speak up. Within this phase, employees begin to take an upward turn of reconstructing and working through stressors, moving from a place of despair to seeking support.
Employees are encouraged to ask and implement the following:
– Have you spoken to your Human Resource department or a trusted leader about your concerns (Document, document and document)?
– Are you resisting falling into the toxic culture (make a commitment to improve your work culture)?
– How am I feeling throughout all of this? (How is my mental health?)
– Speak up or point out instances of misbehaviour.
– Find others who support your cause (form a task force to improve the culture).
– Take care of yourself (Do something fun after work, learn a new skill or a hobby, reach out to get support).
Phase 3: Finishing Well While You Wait
Keeping an eye on your own career path does take courage. As humans, we are creatures of habit so moving and change can be a struggle. So, the choice to stay or go is not always an easy one.
Accepting and having hope elsewhere outside of the workspace you know, after avoiding the drama and working to be a part of the solution, is often a result of a culture resistant to change.
Ask yourself these questions:
– Is it possible that things can improve?
– Do I have support from someone I trust to discuss the highs and lows?
– Do I begin my search for another job?
– Do you need a career help to open doors?
– Would you consider a ‘bridge’ job?
How can STRiVE Mental Health, Wellness & Empowerment help?
The well-being of your employees is paramount to us.STRiVE equips organizations with strategies by providing tools to help recover from burnout and boost productivity. The goal is to provide top-quality evidence-based program development and workshops, both in person and virtually, while building long-term resilient employees
We want to help your organization – make a referral here or contact us at vdavidsonstrive@gmail.com to learn more.
Works cited
Fuller, K., 2019. How to Recognize a Toxic Work Environment and Get Out Alive: Your place of work should be empowering, not constraining. Psychology Today.
Riggio, R., 2021. How to Fix a Toxic Work Culture: What steps can be taken when a workplace is intolerable. Psychology Today.
