We all know that a “toxic” work culture is bad for business. Numerous studies support the fact that declining productivity, employee disengagement and high turnover increases cost and drains your bottom line. With our increasingly tight labor market and competitive environment, your Business cannot afford to ignore these issues any longer.
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[contact-form-7]The Top Five Warning Signs
Futility. Whether it is stifling new or innovative approaches to creative problem solving; toxic work cultures thrive on creating an atmosphere of futility. Breeding a sense of “don’t even try” is a quick way to creating an endless cycle of frustration and sending top talent searching for an exit strategy.
Inequitable Workloads. Most high functioning team members are more than willing to step up and help co-workers out, but be aware of the individuals or departments who always seem to need additional attention. The energy drain it creates will eventually exhaust even the most loyal of employees fostering underlying resentment and creating division.
Rumor Mills. Rumor mills that go unchecked can wreak havoc on even the best of businesses. Rumors usually thrive on information not readily available or accessible making it difficult to track or question authenticity.
Intimidation. Managers who demand high performance by making obvious or cloaked threats of dismissal will quickly dissipate any sense of loyalty employees feel toward their employer. The more individuals are reminded their employment is at risk; the greater the likelihood even high performing talent will begin to look elsewhere.
Limiting Access. Knowledge is power and fewer places bear that truth out more than your workplace. Withholding or parceling out limited information can lead to an increase in work related errors and unnecessary amounts of time trying to obtain information which should already be available. Not only will employees tire of feeling inadequate, they often develop a sense of distrust and will ultimately disengage.
Solutions for Eliminating a Toxic Culture
1.) Don’t be afraid to ask why or why not? Employees should be empowered to voice feedback and offer alternative approaches.
2.) Analyze employee workloads, performance standards, and job descriptions. Avoid a dual system of standards or over taxing your employees and you will reinforce an atmosphere of reasonable expectations and performance goals.
3.) Operate with transparency. Develop effective communication and procedure. Your employees will no longer need to rely on the rumor mill for information.
4.) Develop your leaders! Often, managers don’t know how to effectively lead their team, which can result in using intimidation tactics instead of encouragement to produce results.
5.) Finally, look for ways to identify information hoarders. Exit interviews, engagement surveys, and tip lines can help pinpoint problem areas that may need addressing and training.
If you suspect your organization may be suffering from the effects of a toxic culture, it is time to do some analysis. Let one of our highly trained professionals guide you through the process of identifying problem areas and finding the solution that is right for you.
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