How to approach, prevent and respond to a toxic work culture
Human resources play a vital role in any organisation, and their efforts to build engagement and productivity are crucial to the success of the company. However, all of their hard work can be undone by the slightest inkling of toxic work culture.
Toxic work culture can take many forms, from social media bullying to sexual harassment. It can also be caused by a lack of transparency or a feeling of being undervalued. Whatever the cause, toxic work culture is destructive to both employees and the organisation as a whole.
It creates an environment of fear and mistrust, which can lead to absenteeism, turnover, and decreased productivity. Moreover, it can damage the reputation of the company and make it difficult to attract new talent.
A recent Fair Work Commission ruling, which awarded an employee $1.1 million in workers’ compensation, acts as a timely reminder that employers need to remain aware of, and proactively respond to, the existence of workplace stressors. In this particular case, the employee was dealing with organisational stressors including managing an unreasonable workload and working excessive hours.
The recent Fair Work Commission ruling awarding an employee $1.1 million in workers’ compensation is a timely reminder of the need for employers to remain aware of, and proactively respond to, workplace stressors. In this case, the stressors identified included an unreasonable workload and excessive hours worked. Whilst such stressors may not always be within the control of the employer, it is important that they are aware of them and take steps to mitigate their impact. This may involve providing support to employees in dealing with these stressors, as well as ensuring that they are not treated unfairly as a result of them. By taking such proactive measures, employers can help to create a healthier and more productive workplace environment for all employees.
Job satisfaction and employee wellbeing are important factors in any organisation. Not only do they impact employee productivity and motivation, but they can also have a knock-on effect on customer satisfaction and retention rates. However, patterns of negative factors harming employee wellbeing can often be hidden in plain sight. It’s therefore vital for senior management and HR to recognise any worrying signs and take necessary steps before problems begin to snowball.
We highly suggest senior management and human resources to follow a five-step framework to support your staff’s wellbeing:
Look at sickness absence rates
Absenteeism is defined as an employee’s habitual pattern of missing work. While there are always going to be legitimate reasons for an employee to miss work from time to time, when absenteeism becomes a habit it can be a sign that something is wrong. High levels of absenteeism can be a sign that employees are not happy in their jobs. There are many possible reasons why employees may start to feel unhappy in their jobs, ranging from dissatisfaction with their workload or salary to conflicts with co-workers. If absenteeism is on the rise, it’s important to investigate the reasons behind this and see if there are any underlying issues that need to be addressed. By addressing these issues, you can help to improve employee satisfaction and reduce absenteeism.
Conduct regular surveys
Surveys are a great way to get an insight into how employees are feeling about their jobs. By including questions on job satisfaction, motivation levels, work/life balance, and so on, surveys can provide valuable information about what employees are thinking and how they feel about their work. This information can then be used to identify any areas that need improvement. By regularly conducting surveys or 1:1, employers can stay up-to-date on employee satisfaction levels and take action to address any issues that may arise. In addition, employees may feel more comfortable sharing their thoughts and feelings through a survey than through face-to-face conversations. As such, surveys can be an invaluable tool for promoting open communication between employers and employees.
Do a formal approach
Depending on the results of informal inquiring, the organisation may need to consider setting up a formal review process. Such a process would involve anonymously interviewing staff, including employees, supervisors and manager, to gain a broad understanding of a workplace’s wellbeing status. This would need to be set up very carefully to navigate any potential trust issues. The interviews would aim to assess factors such as job satisfaction, motivation, stress levels and workplace culture. Based on the findings, the organisation could then develop strategies to improve employee wellbeing. However, it is important to note that such a process should only be undertaken with the support of senior management and Human Resources. Without buy-in from all parties, the review is likely to be ineffective.
Monitor staff turnover
High levels of staff turnover can be costly for any organisation, in terms of both money and productivity. It’s therefore important to investigate the reasons why employees are leaving and see if there are any patterns emerging. One reason for high turnover rates may be that employees are not happy in their roles. If this is the case, it’s important to take steps to improve job satisfaction levels. This could involve anything from providing more training and development opportunities to offering flexible working arrangements. Another possible reason for high staff turnover is that employees are being offered better roles elsewhere. In this case, it may be necessary to review salary levels and other benefits in order to compete for the best talent. By taking these steps, it should be possible to reduce staff turnover rates and create a more stable workforce.
Encourage open communication
It’s important to encourage employees to speak up if they’re not happy with something at work. This could be through regular one-to-ones, an anonymous suggestions box, or an Employee Assistance Programme (EAP). If employees feel like they can’t speak up, it can lead to them feeling disengaged and demotivated. In turn, this can affect their work performance and productivity. Additionally, it can create a negative environment for other employees. When employees feel like they can voice their concerns, it shows that you value their opinion and that you’re willing to listen to them. It also helps to create a more positive work environment where everyone feels valued. Ultimately, Encouraging employees to speak up is good for both the individual and the business as a whole.
Workplace wellbeing is an important issue for any organisation. By monitoring the wellbeing of employees on a regular basis, organisations can identify any potential problems early and take steps to address them.
Always be on the lookout for changes.
When assessing the health of a workplace, it is important to consider all available indicators. A comprehensive approach ensures that no important factors are overlooked. Additionally, the indicators should be considered collectively, as a few isolated issues may not be indicative of a larger problem. However, it is realistic to expect that every workplace will have some health concerns. Therefore, a lack of indicators should not be interpreted as evidence of a healthy workplace. Instead, all indicators should be considered in order to make an accurate assessment of the workplace's health status.
Workplace wellbeing is a critical issue for both employees and employers. When staff feels supported and have a positive work environment, they are more productive and engaged. Conversely, when an organisation has a toxic culture, it can be damaging to the individual employee’s health and productivity. The good news is that there are things you can do as an employer to prevent and address toxicity in the workplace. Our five-step framework provides a roadmap for senior management and human resources professionals to follow in order to create or improve a healthy workplace culture.
