There is no such thing as a perfect company, however, there are definite tell-tale signs that you are working in an organization that is dysfunctional. This is an organization that you do not want to be in for the long run with as it can damage your work abilities, work ethic and can be exhausting. It is a timeless custom that people have adopted of complaining about their workplaces. However, it is important to distinguish problemd so that you know when job complaints are just common venting and when there is really something wrong. If you are unhappy and feel unproductive, this could mean that you are part of a dysfunctional work environment.

Here are 24 signs of a dysfunctional workplace:

1) Nothing can get done without the boss’s approval.

Due to a micro-management style of leadership, things can take longer to be resolved than they should, and can get more complicated than they should, more tedious and more bureaucratic. This can decrease the organization’s productivity. On occurrence, some will second-guess the decisions made by their employees, which, in turn, stunts future growth and can result in the employees feeling undermined as they should have been accountable for the decision. Consequently, the organization experiences a high turnover rate.

2) In order to get things done, employees have to hide things from their boss.

Due to a micro-management, employees may be inclined to hide certain things from fear that their decision will be overruled, or because they need to have something done immediately and involving the boss will slow things down. When you have to go behind the boss’s back because he or she is a barricade, there is a serious problem.

3) You aren’t sure who the boss is.

You know what everyone’s titles are, but you are not clear as to who actually makes the final decisions. This can be quite frustrating and can cause decreased productivity.
Furthermore, an owner may not agree with the decision made by a manager, however, they should remember to help the manager and offer feedback in a professional and confidential manner. This way the manager will be able to properly manage his or her staff accordingly. If a manager’s staff goes directly to the owner, who over-rides the manager’s directions, it can lead to the employees feeling unaccountable for their conduct.

4) Inefficient meetings.

It is an increasing occurrence that managers are not coming to meeting with proper preparation and planning, and are therefore unable to competently facilitate the meetings. Often times, the facilitator (or boss) is late to the meetings, giving everyone else permit to also be late.

What’s more, the boss does not keep the time commitment of the meeting. If matters are unresolved by the end of the meeting, those matters should be taken off line or continued with only those needed.

Members of the meetings should also not be allowed to use electronic devices that are not required for the meeting, as this can lead to people sending text messages and such. If they are doing this, they are not fully engaged in the meeting and discussion.

5) No one is getting paid on time — or at all.

This is very clear indication and warning that things are not going well in the company. You may even be working at a start-up company; however, you need to be clear that your pay should be consistent and follows what was agreed to.

6) Interface vs. Face-to-Face.

The employees have become so habituated to e-mailing and texting that physical, human interactions are on the decline. By doing this, the human element out of the environment, an element that is most necessary for a functional working environment. It is not required all the time, but should not be pushed aside. By e-mailing colleagues, it does not allow for body language. Often times, emails can be interpreted in many ways and it can be easy for people to misunderstand what is said. The human interaction can gives clarity. When you speak to someone in person, they are able to ask questions and properly understanding what is being said.

7) Lack of Trust and Authenticity.

There is little to no open and honest communication between coworkers. Rather than sharing information, learning and helping people with the organization in mind, people are more inclined to keep information from their coworkers. People have adopted the idea that any information they give out can be used against them, developing a feeling of paranoia, suspicion and artificiality.
Moreover, leadership encourages workers to taking initiative, however, when their results are successful, they are seen as trying to show-up their superiors.

8) Favouritism.

Employees doing the same job have varying salaries depending on who hired them and what personal or familial relationship might exist. Dating in the workplace can also lead to favouritism. However, in some cases, it can turn awry and sexual harassment could be brought up. In addition, if it is a person in a superior role, their reputation and creditability could be undermined by their peers and employees.

9) Title inflation.

When an organization is tight for money, the superiors will attempt to make the employee feel valued by giving them the title of “Director.” However, in any other company, that person would not be qualified to hold that particular job. This person may have no supervisory responsibilities, however, will at some point, demand more money because they have been misguided to believe that they are, indeed, a director. Consequently, someone will have to sit with the employee, bring them into reality, and correct the situation.

10) Appearances are more important.

The appearance that everything is going smoothly is more important than what actually gets done, and the quality of what gets done. Often, recognition and reward is based on how many hours you are seen "working." Some people arrive early and leave late just for show. That does not mean that they are actually working more or working efficiently. Productivity should be rewarded rather than hours.

11) Passing the buck.

Workers may not be able to show successful results or number and may therefore put the blame on their colleagues or those lower down the ladder. Also, if a leader has a volatile nature or an erratic temper, they might have the tendency to find fault with any problems that may occur. Some even create a “wall of shame” that serves as a constant reminder what will happen if mistakes are made. However, recognition is never given when a job is well done. This creates an atmosphere of fear and can seriously stump the growth of the organization. Rather than work as a team to find resolutions, the employees avoid responsibility for what happened by pointing fingers and finding fault with others. It is the definition of a hostile work environment

12) Decreased training.

Training has decreased because it is seen as an expense rather than an investment. The rationale of many leaders is that the teaching element is the responsibility of the school system, and it is the worker's responsibility to learn how to do a job so they can get hired. This type of thinking is incongruous. It is fair to say that some job seekers make the effort to learn the skills needed for the job on their own. However, most employees receive on-the-job training.

13) Attorneys outnumber staff.

If there are more lawyers around than employees, it is a clear indication that the organization’s business practices are not sound and should be re-examined.

14) No reward system.

There is no reward system in place. A healthy workplace is one where the employees feel valued and respected. If they are not rewarded for doing good work and for good performance, their motivation, efficiency and proficiency is going to decrease tremendously, causing a dysfunctional work environment.

15) Stringent IT rules

The IT rules are so severe that you do not know your own computer login. Of course security is of vital importance, especially at organizations with immense classified data and expensive equipment. However, if the rules are too rigid, the employees can feel distrusted and that their work and efforts are undermined.

16) Hiring because of personal hobbies.

While it is important to have a colourful and interesting staff in order to have a lively and diverse workplace environment, it is not a good idea to hire someone because they could become a tennis partner or a drinking buddy.

17) Your boss is a bully.

Just because the boss is in a position of authority, it does not give them the right to be condescending to their employees and bully or intimidate their employees just because they feel they are in a position of power.

18) Misery loves company.

The low morale or unhappiness of one employee can spread like wild fire and bring down the spirit of the entire office. If there is an employee with an issue, it should be addressed immediately to avoid it spreading throughout the workplace.

19) Unmanned areas.

Sometimes, entire departments go to lunch together, leaving their department completely unmanned for hours. While it is great to have fellowship at the workplace, sometime companies can get into serious trouble if there is no one of a certain expertise available to help fix a situation, like when the network goes down and there is no one in the IT department to fix it.

20) Managers are cc’d on every email.

Employees use this tactic often to cover their backs. This usually occurs when employees do not feel empowered enough to make decisions on their own that are within their ability. The employees may not want to take responsibility for actions as they do not want to deal with the consequences is the results and not successful. If they have a boss who gets upset at all problems or has a wall of shame, they are more inclined to want to involve their superior in all aspects and stages of their actions, even if they are completely competent and permitted to act on their own.

21) Employees only get promoted if a senior staff member dies.

A great way to keep employees feeling motivated and empowered is an incentive. If there is no incentive, no hope of advancement, progression, development and expansion, the quality of work, interest and passion decrease.

22) No managerial commitment.

Managers do not commit to anything in writing. There is no apparent documentation trail. For example, some managers may choose to drop by your desk or call you to tell you something rather that actually sending you an email or providing documentation and records.

23) Untimely feedback.

24) Too many cooks spoil the broth.

You have multiple bosses which can lead to an array of problems. It can lead to you being given conflicting instructions and orders by many superior to you. As a result, you are more prone to making “mistakes” because the bosses are not communicating to each other before addressing you, and so you are the cat that is kicked when things do not go the way one boss wants. This can be extremely inefficient, time consuming and completely frustrating.


Resources:

http://sandiego.jobing.com/blog_post.asp?post=10680
http://www.hrworld.com/features/25-signs-dysfunctional-workplace/
http://problemboss.com/resources/top-signs-of-dysfunctional-workplace
http://www.coopercomm.com/dysfnorg.htm
http://www.managementparadise.com/forums/human-resources-management/24226-top-25-signs-dysfunctional-workplace.html
http://www.businesspundit.com/signs-of-a-dysfunctional-workplace/
http://culturaorganizationala.wordpress.com/2008/11/09/top-10-signs-of-a-dysfunctional-workplace/
http://www.citehr.com/97971-10-signs-dysfunctional-workplace.html
http://www.reddit.com/r/business/comments/684dy/the_top_25_signs_of_a_dysfunctional_workplace/
hrdailyadvisor.blr.com/archive/2008/05/07/HR_Management_Dysfunction_Policies_HR_Audit_Checklists_Reproduce.aspx
regator.com/p/6562169/21_warning_signs_of_a_dysfunctional_workplace/