A positive culture might be your success’s driving force. People flourish in an environment of encouragement and support, which motivates them to innovate and exceed your expectations. A toxic culture, on the other hand, can be a liability. If your staff is working in a gloomy, hostile, or unpleasant atmosphere, they will find it difficult to focus on what matters. This type of environment generates stress and worry, making it difficult for employees to focus on their work. A toxic culture can result in increased personnel turnover over time, and a particularly toxic culture can even lead to lawsuits.
How can one determine if a culture is toxic?
There is an old proverb that states, “each unhappy family is miserable in its own manner.” The same holds true for toxic work cultures, where toxicity can manifest in a variety of ways. There are several red signals that are typical in any company, including:
Unfocused Workers
A hazardous work environment may lead people to lose concentration and become distracted. They may feel less inspired to work, resulting in a decline in productivity. Due to faults and rework, client satisfaction may also decrease.
Employee Turnover
When individuals dislike their coworkers, they are far more inclined to seek a change. This leads to an increase in staff turnover, which increases costs associated with recruiting, training, and retaining employees.
A Poor Reputation
The word will eventually spread about your poisonous company culture. Dissatisfied employees may post negative evaluations on websites such as Glassdoor, or converse negatively with coworkers. In either case, a poisonous environment can be detrimental to an organisation’s reputation. Ideal applicants may not apply for positions, and high-performing workers may not be able to survive the hostile environment.
Communication Difficulties
Communication is one of the most detrimental aspects of a toxic atmosphere that can hinder progress. Certain employees may not wish to communicate with those they perceive to be toxic, resulting in a breakdown in communication and a lack of cooperation.
Toxic countercultures and subcultures
Frequently, organisational cultures fracture into smaller subcultures. This is not a problem until the subcultures are incompatible with the dominant culture. In rare instances, companies may have a counterculture that actively opposes the dominant culture.
Employee Litigation
Sometimes, a hostile work atmosphere might cause people to feel compelled to take legal action. This is especially prevalent in organisations where there is harassment, bullying, or discrimination, particularly if the HR department has failed to address these problems.
How can a negative work culture be altered?
Identifying a toxic work environment is the first step towards creating a more positive workplace. Once you have identified an issue and determined how it affects your team, you can take remedial action. Realigning an organization’s culture can be time- and labor-intensive. Here are the most important measures to take:
Recognize the Issues
It might be empowering to hear your employer acknowledge that certain aspects of the workplace culture have indeed grown poisonous. A public recognition will reassure employees that you are aware of and addressing the issue.
Continue Measuring and Tracking
Even if you believe your organisation has a healthy culture, it is always a good idea to check employee satisfaction. Utilise pulse surveys, one-on-one feedback sessions, and focus groups to gain a deeper understanding of the present state of your culture. Utilise stay interviews and departure interviews to acquire information on the core causes of staff turnover.
Determine the Sources of Your Toxic Culture
You may have identified difficulties in your organisation, such as overwork or lack of appreciation, in the preceding section. Unless you address these structural concerns, your culture will never advance. Again, you will need leadership support to create a less unpleasant workplace.
Obtain Leadership Support
Senior executives must comprehend their position in organisational culture. Leaders must not only support the HR team’s culture approach, but also set a good example for the rest of the organisation. Engage your leadership team in a discussion about employee engagement and retention, which are severely impacted by a toxic culture.
Restate Your Values
The majority of firms begin with a positive culture. Small teams comprehend the strategy and values underlying the organisation’s mission, as well as how their activities must correspond with those values. If your company’s culture has become poisonous, it may be important to reiterate certain ideals and remind employees of the organisation’s goals.
