A toxic work environment is one where negative and destructive behavior occurs routinely and as a result, the atmosphere and the people in it are poisoned. It is an environment where manipulation, politics and ego are key drivers. Toxic workplaces beat down productive employees and turn them into passive, fearful, and survival oriented individuals. Do you work in such a place?
Here are four sure signs that your workplace is trending toxic and some suggestions on what to do.
1. C.Y.A. is king. We all know quality work requires preparation, stakeholder involvement, and open communication between all interested parties. But when employees feel the need to cc: an entire reporting tree with the smallest piece of information, communicate in writing so they have a documented record, or save every email just in case - CYA is reigning supreme.
One example witnessed firsthand included 8 email exchanges between a manager and a recruiter. The emails contained questions about the days, times, schedule, duration and other small details related to a summer intern! These issues could have been handled quickly through a simple phone call, or a face to face conversation. But other than a waste of time, the exchange was ridiculous because the Recruiter’s Senior Director, the Manager’s Senior Director and several other disinterested third parties were copied on each question and reply. When I asked the Manager why she handled her inquiry this way, she told me her boss needs to be informed about everything and the only way the manager can prove that she is doing her job is by creating an email trail and copying her Director. Crazy? No really - it’s more common than you think.
Ask yourself this. Are you trusted to perform your job in a way your experience and level demands? Can you do substantive work without checking with your boss at each step? Can you communicate one-on-one with internal or external customers and summarize discussions after the fact? If you can’t say yes to these questions, your work environment is tainted and you are operating in CYA mode. In such an environment, decisions are delegated up to the highest level or second guessed and re-visited after they are made. Employees tend to do only what they are told, and make sure they have permission to proceed every step of the way. Such an environment saps initiative, creativity and personal responsibility. It’s toxic example number one.
2. Toxic leadership? Leaders shape their organizations. They act honorably or dishonorably. They tell the truth or they tell their version of the truth that best suits the current audience. They are either genuine or they’re not.
How do your organization’s leaders stack up? Are their words and behavior aligned with corporate values? Are they authentic, approachable, even inspirational? How do colleagues within your organization talk about your leaders? Is it with respect? Are senior leaders given the benefit of the doubt? Do they know and care about their employees? If so, consider yourself fortunate. You work in an atmosphere where corporate ideals and realties are in synch. Employees and managers are respectful and deserving of respect. Individuals may even aspire to positions of responsibility because they want to contribute to the company’s success. But if employees don’t respect their leaders and spend time disparaging them privately; if they regularly entertain each other with stories of how idiotic or removed from reality the leadership is; if no one is interested in senior level positions, and if nicknames for people the “C” suite range from Teflon man to A..hole, clearly the organization’s leadership is toxic. In these unhealthy environments, productivity and morale is low and there is little reason to believe that employees are engaged in the company’s success.
One CEO I know used his “radio announcer” voice every time he talked to employees. It didn’t matter whether he was talking to a small group, leaving a voice message, or speaking to the entire company. There was never any sense of humanness or emotion in the man. But worse than that, he was known for telling different versions of any story depending on who he was talking to. Unbeknownst to him, employees compared notes, often to realize they had been lied to. This CEO was an embarrassment. He was often laughed at and the way employees referred to him was with complete disrespect.
In this instance, two questions occurred to me. Did he know? I think he probably did not which is sad. But if he did, would he care? Again, probably not, which is even sadder. Is that the kind of person others want to rally behind? I think not.
3. Corporate Bullies . Corporate bullies are alive and well. They come in all shapes and sizes and take advantage of their position to manipulate or dominate others. They may seem nice, they may smile, and may sometimes win awards, but their focus is on forwarding their own agenda at any cost. Here are some indicators that bullies exist where you work.
Has your organization used the economic downturn to its advantage? Did the balance sheet look strong, yet raises were weak, benefits were cut and positions were eliminated? Does your management team tell employees they are lucky to have a job? Have they pushed out workers that are ‘inconvenient’ to have around? Do they reprimand or criticize using words that are not illegal but are said in a manner that is demeaning or designed to shame?
If so, you have experienced a corporate bully. Like on the schoolyard, bullies push people around. They tell employees to feel grateful for the benevolence of the organization and for the fact that they are employed. Bullies shape an organization the way they want it - with them in charge. And any such organization is filled with fear, unhealthy politics and mistrust. Good employees who can leave, do so. But many whose skills are not as flexible or who need the job, suck it up and take it.
A blatant example of bullying I witnessed firsthand was in an organization that talked openly about pending staff terminations. Their goal was to put the information into the corporate grapevine so that all employees were always afraid. Bullies want you to think that something bad could happen to you at any time. What they may not realize is that eventually, what goes around, comes around….or at least I hope so.
4. Just showing up. Most employees come to work, wanting to do a good job. They want to contribute. They want to be a part of something larger than themselves. Don’t you? It’s a wonderful feeling to be excited about the possibilities of what can be accomplished; to feel safe speaking up, sharing ideas, daring to innovate. If your work experience sounds like this, your organization knows that encouraging and valuing the contributions of its employees creates an environment filled with positive energy.
But if “flying under the radar” is your strategy and staying out of people’s way solely to collect a paycheck is your key performance goal, you have checked out. In this type of toxic workplace, attention to one’s work is avoided. Rather than risk being criticized or reprimanded, employees do just enough to get by. They don’t share, and they don’t initiate new things because they are afraid. Praise and encouragement is usually unknown while low morale and active employee disengagement become the norm.
It’s disheartening as an HR professional to hear experienced, talented employees tell you they keep their heads down and do what they are told so as not to be noticed. One such employee had an idea that could have saved his company many thousands of dollars. Sadly, he never brought it up because he felt the information would be misconstrued and used against him.
Do you understand where he’s coming from? Do the other examples ring true? If so, your environment is probably on life-support. But – what can you do? What control does a single, hard working, caring employee have over an unhealthy work environment? Here are a few suggestions.
Change things. If you are in a position of some authority and recognize that your organization is unhealthy, do something. Gather some colleagues who see things the same way. Find someone in charge who may listen to you. Be proactive and make sure your behavior isn’t adding to the problem. This may be risky, but in the end if you help things improve both you and the organization will benefit.
Leave. The most powerful thing each of us has is our own humanness and the ability to make decisions that shape our existence. If a work environment is unhealthy and making you unhappy, you can leave. You can always leave. And sometimes that’s the best alternative. But no one is naïve enough to think that such a decision comes easily. Begin by working on your resume, starting to network and exploring other companies where the environment may be better. This process takes time, but you will feel better once you begin. As the Chinese proverb says, the journey of a thousand miles begins with a single step.
Find a mentor. Find someone you admire, whose work is valued within the organization. Talk to them about how to navigate the difficult waters and incorporate their strategies in your day to day approach.
Be your own agent. If your boss is part of the problem, or if s/he isn’t your advocate, consider a transfer or ask to be loaned to a different team. If these options aren’t possible, volunteer for a cross functional project. Getting exposure to others within the organization may net you a supportive ally for the future. If you can do good work and someone is a witness to that, your personal satisfaction should improve too.
Read the writing on the wall. If your boss is not valued, and is him/herself a victim to the toxicity you are in a difficult spot. Without support, leverage or power in the individual most senior to you, you are in a difficult position. Don’t ever undermine your boss, but make sure those who are in power see you as a separate person, not an extension of someone who may not survive.
Toxic work environments ruin some of the best qualities we bring to work. If you’re in one, see it. If you can, change it. If you can’t, do something that’s good for you.
