Transforming A Toxic Workplace: 18 Powerful Strategies for Managers

Considering recent controversies involving public figures such as Jimmy Fallon and Lizzo, the topic of toxic workplaces is again in the spotlight. These environments can take a toll on employees' mental well-being, leading to physical fatigue, emotional exhaustion, and a decline in job satisfaction. The repercussions may even extend to more serious mental health challenges like anxiety and depression. 

Recognizing the Signs of a Toxic Workplace

To effectively lead the change, managers and leaders need to recognize the signs of a toxic workplace. These signs can include:

1. Lack of Support and Recognition: Employees feeling undervalued and unappreciated can lead to resentment and frustration.
2. Micromanagement and Unrealistic Expectations: Constantly monitoring and setting unattainable goals can foster a toxic environment.
3. Negative Feedback Dominance: When negative feedback outweighs positive reinforcement, it can erode self-esteem and morale.
4. High Turnover Rates: Frequent departures may signal employee dissatisfaction.
5. Lack of Transparency: Poor communication and secrecy can lead to mistrust and a sense of disconnection.
6. Excessive Workload: Overloading employees without support can result in burnout and stress.
7. Unhealthy Competition: Encouraging cutthroat competition can make the workplace hostile.
8. Blurred Work-Life Boundaries: Failing to maintain a clear boundary between work and personal life can affect well-being.

Taking Action as Leaders: Strategies for Transformation

As leaders, you have the power to affect change in your organization. According to Jack Altman’s book, People Strategy: How to Invest in People and Make Culture Your Competitive Advantage, three major pillars of workplace culture should be considered a priority: purpose, community, and growth.

Drawing insights from these three pillars, here are 18 effective ways that managers and leaders can do today to start changing the climate in their environment:

1. Create a Purpose Statement: Identify why you exist and why you should continue to exist and weave it into the fabric of your company.
2. Core Values: Establish values that will form the bedrock of your organization.
3. Talk About Inspirational Aspects: Share stories. Stories are more relatable, and employees use these stories as fuel.
4. Bring Employees Close Together: Through a shared purpose and identity, strong relationships are formed, and a sense of belonging grows, empowering employees increase performance.
5. Build A Personalized Plan: It’s critical for employees and managers to work together to build a career development plan so each one has a clear picture of the path forward.
6. Lead by Example: if your company values work-life balance, then indeed allow yourself and others to not worry about work during PTO, Holidays, and other work time off periods.
7. Celebrate Cultural Diversity: Recognize and promote diversity and inclusion so employees feel confident to contribute.
8. Transparent Communication: Foster transparent communication channels to build trust.
9. Develop an Effective Feedback System: Establish a feedback loop where employees receive constructive feedback on their performance and have opportunities for improvement.
10. Well-Being Benefits: There are so many benefits to implement. Figure out the best ones for your organization and offer them to your employees.
11. Regular Coffee or Lunch Check-Ins: Sometimes, meeting with your team members on a personal and informal level or outside of the office builds a deeper connection.
12. Flexibility: Offer flexible work arrangements to reduce burnout.
13. Promote Well-Being Practices: Educate employees on well-being practices such as mindfulness and resilience-building.
14. Recognize and Reward Good Work: Celebrate milestones, wins, and reward positive contributions.
15. Peer Support Networks: Encourage employees to form support networks and share experiences.
16. Accountability: Hold individuals accountable for their attitude.
17. Healthy Competition: Encourage competition that fosters growth rather than hostility.
18. Ongoing Assessment: Continuously assess the workplace environment and adjust strategies accordingly.