What definitions (or misrepresentations), of workplace toxicity have you encountered?
If we are to effectively address the epidemic of workplace toxicity, we need to be much better informed about what it is – and what it is not. Knowledge alone won’t ‘fix’ issues, however. Workplace leaders also need to have the courage and commitment to reflect on sources of toxicity – and take steps to eliminate or mitigate them.
For 2 consecutive years, Gallup’s State of the Global Workplace Report has cited emotions experienced a lot during the previous day by workers in Canada and the U.S. as,
50% – were stressed 17% – were angry
22% – were sad 15% – were lonely
Gallup also continues to cite almost 70% disengagement across industry sectors in Canada and the U.S.
McKinsey describes toxic workplace behaviour as – “interpersonal behaviour that leads to employees feeling unvalued, belittled, or unsafe, such as unfair or demeaning treatment, non-inclusive behaviour, sabotaging, cutthroat competition, abusive management, and unethical behaviour from leaders or co-workers.”
Toxicity is about behaviour and practices that perpetuate a hostile environment. This is a scenario that results in burnout, disengagement and or psychological harm.
If we’re not prepared to put in the work to consciously create workplace cultures that attract, engage and retain talent, we should prepare to downsize. The coming decade holds significant labour supply issues. The companies that learn to reflect and improve on workplace culture will be the workforce development and business sustainability winners.
Things that make a workplace toxic:
Toxic Behaviour (bullying, harassment, discrimination – in all their forms)
Unmanageable Workload/ Expectations – including creeping work intensification
Toxic Workplace Structures – No avenues / mechanisms for addressing toxicity. This includes leadership ignoring or failing to address toxicity, and support employees.
Who Are the Offenders?
Anyone can bring toxicity to a workplace – and it can be directed between any parties regardless of hierarchical status, gender, age, culture, etc.
Employees Clientele
Managers Supervisors
CEOs Board Members
Workplace Culture / Structure
Toxicity is not:
Having to work with others erosion
The perception of ‘negative’ attitudes or opinions
Participating in conflict resolution
Personal differences or conflicts
Not getting what you want
Workplace Psychological Health And Safety Indicators
-Work / Life Balance
-Civility and Respect
-Clear Leadership and Expectations
-Healthy Organizational Culture
-Protection of Physical Safety
-Psychological Support and Protection
-Positive Workload Management
Reach out to RealEyes Capacity Consultants for Workplace Psychological Health and Safety strategies and workforce ‘future-proofing.’
