Avoiding toxic workplaces

In the wake of recent reports on toxic workplaces from big brands, recent research shows nearly one-third of employees are willing to leave their jobs due to poor workplace culture. In addition, an increasing number of employees are now speaking out about toxic or hostile workplace environments, and the act of ‘outing’ companies has become far more common. Collecting data and insights, Lucinda Pullinger, Global Head of HR & Talent, Instant Offices, discusses why it is crucial than ever for businesses to create an inclusive and empowering work environment for their employees.

Top Tell-Tale Signs of a Toxic Workplace and How to Tackle the Problem
Toxic workplace culture can cost businesses serious money, raising turnover rates and a damaging reputation. A recent report by BreatheHR revealed that more employees are leaving their jobs at SMEs due to poor workplace culture. This has risen from 21% in 2020 to 27% (nearly one-third) in 2021.

Signs of toxic workplaces

1. Constant interpersonal conflicts
2. Lack of teamwork and camaraderie
3. Pointing fingers and blaming others when something goes wrong
4. Poor problem-solving as a team
5. Exclusive cliques or social groups
6. Office gossip
7. Work awarded based on personal connections rather than skill
8. Poor communication and lack of clarity around projects
9. Inconsistent communication and mixed messages
10. Unhappy, demotivated workers
11. High turnover rate
12. Stifled/ stagnated career progression
13. Lack of work-life balance

Keeping toxicity out of your company culture
On ways to help stop the rot within organisations, Pullinger said, “Even a tiny pocket of negativity or toxicity can spread far enough to “infect” an entire company. So once a toxic trend is spotted, it’s essential to address it as soon as possible so that it can be stopped.” She then provided the following tips to HR:

1. Lead by example—behave the way you want to see your employees behave. That includes maintaining a positive attitude and holding yourself accountable for mistakes like you would a subordinate.
2. Treat every employee with dignity and respect, regardless of their position or seniority.
3. Don’t play favourites, and don’t scapegoat or alienate any employee or group of employees.
4. Make sure all management is adequately trained on what makes a diverse and inclusive workplace.
5. Ensure that all employees are properly trained on what constitutes bullying, harassment and discrimination in the workplace.
6. Provide training that empowers managers to handle internal conflicts.
7. Keep communication channels open for mutual feedback between employees and management.
8. Encourage constructive feedback and create an environment where criticism can be shared without fear of ‘punishment’.
9. Make sure your employees know that it’s safe to speak up.
10. Recognise and reward your employees’ efforts.
11. Promote employees based on skill, not just on likeability.
12. Foster an environment of open, constructive communication.