All the Feels

Does your workplace feel more toxic lately? Behavior once normalized or ignored is now being challenged and more openly addressed. Is there really more recognition and willingness to confront existing issues? Or have additional pressures and rapid changes in modern work environments actually increased their toxicity?

What Is Going On?

The stressors COVID-19 introduced, like remote work challenges and layoffs, heightened feelings of toxicity. Since the end of the pandemic, lots of other factors have surfaced. For example, the accelerated pace of digital transformation, heavier workloads due to short staffing, and a greater emphasis on productivity. Societal issues like economic instability, Artificial Intelligence advancements, and disagreements over national and local politics add to a workplace’s toxicity. The expanding gig economy introduces new stressors, like job insecurity and isolation, which can worsen feelings of toxicity.

Are Workplaces Inherently Toxic?

No, but certain conditions can foster toxicity if left unchecked. The nature of a workplace depends on its culture, management, and habits. Toxicity comes from a combination of ingredients like poor leadership, lack of clear communication, unrealistic expectations, the absence of support systems, and unaddressed conflicts. A workplace culture that rewards open communication, values employee well-being, and practices mutual respect is less likely to be toxic. On the other hand, a highly competitive culture that prioritizes results over well-being can breed toxicity if not managed properly.

How Can You Tell?

High Turnover: A constant influx and outflow of employees suggests dissatisfaction and a problematic workplace culture. For example: Have 28% of your new coworkers left within the first 90 days of their employment?

Low Engagement: Disinterest, lack of self-motivation, cynicism, and minimal participation in workplace activities are red flags. For example: How many people actually showed up for the annual company picnic last year?

Poor Communication: Ineffective communication channels, lack of transparency, and withheld information contribute to mistrust and confusion leading to frequent misunderstandings among team members. For example, in the last week, how many meetings that should have been emails did you attend? 

Work-Life Imbalance: Excessive overtime, unrealistic deadlines, and constant pressure lead to stress and burnout. For example: When you ask your manager when a project is due is their standard answer, “Yesterday.”?

Negative Interactions: Bullying, gossip, and cliques create a hostile and divisive atmosphere. Any form of prejudice or harassment, whether subtle or overt, contributes significantly to toxicity. For example: When you go to the break room and your manager is in a whispered conversation with your coworker, do they look at you with startled expressions, stop talking, and leave the room.

Unfair Practices: Favoritism, discrimination, and unequal treatment undermine morale and trust. For example: Are the ideas you suggest in meetings frequently ignored, then a few minutes later someone else presents your idea as their own and it’s considered brilliant?

Micro Managers: Excessive control by supervisors and lack of employee autonomy stifle creativity, lead to resentment, and reduce job satisfaction. For example, if your manager is in the office, do you have to be in the office too?

Both employers and employees have a responsibility to make sure their work environments do not turn toxic. Next week in part two of this series, Toxic Traits, we’ll talk about how employers can ensure a healthy workplace.

Were you ever employed in a toxic workplace? What was your first hint that the culture was toxic? Please share in the comments.