These 5 measures prevent a toxic work culture in the company

Ruthless, manipulative, hardly appreciative: a toxic work culture can encourage staff turnover. Prevent this effectively as a manager – with these 5 ways.
Study result: Fluctuation is due to toxic work culture
Neither too low pay nor problems with work-life balance are the most important reasons for quitting – but a toxic work culture. This is the conclusion of a study by the research magazine „Sloan Management Review“. According to the study, a toxic work culture is comparatively more important than below-average remuneration when it comes to predicting a company’s turnover. According to the analysis, the most important elements of a toxic work culture are a lack of fairness and the fact that diversity and inclusion are either not promoted enough or not promoted at all. Leadership coach Edward Sullivan – who has worked for executives at Google and Salesforce, among others – and John Baird, who was an executive coach in Silicon Valley, also analyzed company data from a total of 40 years. The three-year research revealed one striking finding: Baird and Sullivan came to the conclusion that a healthy work culture – and therefore better employee performance and successful employee retention – is significantly linked to the quality and type of conversations between managers and their team. Conversely, this means that managers who want to prevent staff turnover and avoid losing sales should avoid a toxic work culture.
What are the signs of a toxic work culture?
The challenge for managers arises from the theoretical findings of today’s research and the practical implementation of a working culture that is healthy, prevents fluctuation and promotes the success of the company. In short, managers are faced with a mammoth task. While empathy is required, for example, too much of a good thing can lead to a blurring of boundaries between line managers and employees. It is therefore important to be aware of the signs and elements of a toxic work culture:
- Groupings: Permanent „little groups“ are formed whose dynamics consistently exclude or marginalize individual team members.
- Bullying, manipulation and the like: Harassment, intimidation and exclusion are the order of the day; managers do not intervene or take action.
- Ingrained hierarchy: Managers and employees do not meet as equals; there is a strict hierarchical level.
- Lack of diversity: There is a lack of variety and diversity in the company, which could promote flexibility, tolerance and adaptability.
- Cool working atmosphere: Friendliness and cordiality are rare. Instead, a cool working atmosphere dominates with a harsh tone between superiors and employees.
These 5 ways to prevent a toxic work culture
Whether you already know some of these signs or want to prevent them as a manager, according to Baird and Sullivan, it is important to focus on the way you treat your team. Factors such as higher remuneration or company fitness can be a motivation to retain employees. Even more important, however, is personal interaction, building a healthy relationship with the team and asking the right questions in personal discussions. Important for all points: The focus is on the way we communicate with employees. The way we talk to them is the key.
Tip 1: Make it clear what importance your individual employees have for the organization
Those who feel needed and recognize a sense of purpose in a relationship are more likely to stay. This not only applies to personal relationships. It also applies to the relationship between employees and their workplace.
What helps?
- To prevent a toxic work culture, employees should be reminded of their importance to the company.
- Make it clear what the company’s goals are and how they relate to the existence and contribution of the respective employee. Establish a connection between the „big picture“ and your employees.
- During a discussion with employees, managers can ask specifically about the employees‘ personal sense of purpose and find out where there is a „gap“ – and how they can counteract this.
Tip 2: Be empathetic, but consistent
Empathy is considered the be-all and end-all in today’s working age – but it does not mean encouraging toxic behavior by no longer having accurate „boundaries“. If boundaries are not set, individual employees can permanently override other team members, play power games and create a toxic working environment. Bullying, gossip and exclusion should therefore be consistently pursued and have no place in the workplace.
What helps?
It is important for managers to promote a balance between autonomy and commitment: On the one hand, it means giving employees the feeling that they are seen, understood and valued – as well as enjoying a certain freedom in their decisions. On the other hand, it is important to clearly communicate and implement any transgressions of boundaries and their consequences.
Tip 3: Know the needs of your individual employees
Whether it’s an emotionally safe environment, regular team events or simply fresh fruit, every team member has different needs in order to stay motivated. If there is no room for this in the company, it speaks for a toxic work culture.
What helps?
In order to successfully retain employees and create a healthy work culture, you should therefore know what their individual needs are. Surveys and one-on-one interviews are the easiest way to find answers and see what measures you can take.
Tip 4: Don’t ask for anything that exceeds your competence
Promoting personal responsibility and trusting and handing over tasks to employees – both are important. However, managers who focus solely on their own to-do list in order to complete tasks may be overburdening their employees. Instead, it is important to promote skills in a targeted manner – and not to randomly hand over tasks in order to be able to cross something off the list. Otherwise, as a manager, you make the mistake of not only overburdening employees. You also give them the feeling that they will fail more often – a real killer for work motivation.
What helps?
In one-to-one meetings, ask your employees specifically what they enjoy, what motivates them and when they feel most comfortable. This can be related to a work area, a specific project or a personal experience. This will tell you more about their interests and individual skills. Additional tip: Employees are not always aware of some of their skills or eligible competencies. Further training programs, coaching or regular feedback can help here.
Tip 5: Show yourself, your fears and your thoughts
Everyone knows it: fear of failure, pressure to perform, tension, worries. As managers, we are in a role model position – more so for some, less so for others. If you show little of yourself, your employees may also be unwilling to communicate their fears and insecurities.
What helps?
Despite professionalism at work: if there is no room for feelings, a poisoned work culture eats through the company’s structures. Unspoken issues lead to even greater worries and ultimately to (internal) resignation. Conversely, managerswho are prepared to talk openly about their own fears and insecurities open up completely new ways of dealing with intimate and human thoughts. A good basis for preventing a toxic work culture from developing.
Conclusion
Even a little poison in the corporate culture can make the whole working atmosphere toxic. To protect the team, it all starts with an open attitude and respectful communication. Make sure employees feel seen and heard, boundaries are respected and individual employees know their personal importance to the company. Source: https://arbeits-abc.de/