It’s been 20 years since Britney said it, but it still stands true today. We’ve been reflecting on recent shameful and distressing stories about toxic, bullying, non-inclusive and unsafe workplace cultures and leadership behaviour. While political news, and corporate responses, are driving headlines, we need to remember the humans involved whose health, wellbeing, safety, confidence and careers will have suffered.
Senior Lecturer Donald Sull has shown that when employees experience injustice in the workplace, their odds of suffering a major disease increase by 35% to 55%.9, and sustained exposure to a toxic culture increases the odds that employees will suffer from anxiety, depression, burnout, and serious physical health issues – with women, and women of colour, impacted most severely.
The line of defence that bullying behaviours are about driving high standards is of course a fallacy. Transformational work and impactful leadership, comes with courage, deeply honest and respectful feedback, psychological safety, clear and consistent expectations and boundaries, diverse perspectives, cultures of belonging, humility, accountability, speaking-up, empathy and above all a culture of Purpose where motivation is rooted not in fear, but in a shared commitment to what you are trying to achieve together.
Toxic cultures in the workplace can be incredibly damaging to both employees and the company as a whole. Not only can they lead to high levels of stress, anxiety, and burnout, but they can also cause decreased productivity and a higher turnover rate. As a leader, it’s your responsibility to recognize when your workplace culture is toxic and take steps to address it. Here’s how you can lead through such crises:
- Acknowledge the problem
The first step to addressing a toxic workplace culture is acknowledging that it exists. You need to recognize that there are issues within your organization that are negatively impacting your employees. Be open and transparent with your team about the fact that you’re aware of the problem and that you’re committed to making changes.
- Listen to your employees
Your employees are the ones who are experiencing the toxic culture firsthand, so it’s important to listen to their feedback and take their concerns seriously. Encourage them to share their experiences and opinions with you, and create a safe space for them to do so. This will help you better understand the root causes of the toxic culture and develop effective solutions.
- Create a culture of trust
One of the main causes of toxic workplace cultures is a lack of trust between employees and their leaders. You can help to combat this by creating a culture of trust within your organization. Be open and honest with your team, and encourage them to do the same. When your employees feel that they can trust you, they’ll be more likely to speak up about any issues they’re facing.
- Hold people accountable
Toxic workplace cultures often stem from bad behavior that goes unchecked. It’s your responsibility as a leader to hold people accountable for their actions. This means taking swift action when you see behavior that goes against your company’s values and culture. Be consistent in your approach, and make it clear that toxic behavior won’t be tolerated.
- Celebrate wins
While it’s important to address the issues within your organization, it’s also important to celebrate the wins along the way. When your team makes progress towards a healthier workplace culture, take the time to acknowledge their efforts and celebrate their successes. This will help to build momentum and keep everyone motivated to continue making positive changes.
Remember, toxic workplace cultures don’t change overnight. It takes time, effort, and commitment to create a healthier, more positive workplace culture. As a leader, it’s your responsibility to lead the way and set the tone for your organization. By acknowledging the problem, listening to your employees, creating a culture of trust, holding people accountable, and celebrating wins along the way, you can lead your organization towards a more positive, productive future.
It feels like an important moment for all of us with the privilege of leadership to recommit to building – and critically to role-modelling in our own behaviours – positive, safe and inclusive cultures where thriving teams, and top performance, can go hand in hand.