When a company is alleged to have or is discovered to possess a toxic work environment, it risks substantial damage to its reputation and financial losses.
Regardless of whether an employer takes action to address the issues, toxic employee behaviors can adversely affect the mental well-being of other team members and tarnish the workplace's reputation. This can also jeopardize the company's capacity to retain its top talent.
To assist managers in averting such consequences, Forbes Human Resources Council members delve into strategies for effectively confronting and eradicating toxic behaviors to cultivate a healthier and more productive environment for all stakeholders.
1. Reinforcing A "No Brilliant Jerks" Policy
Gustavo Razzetti of Fearless Culture advises implementing and upholding a "no brilliant jerks" policy, similar to practices observed at companies like Netflix and Slack. In many instances, leaders turn a blind eye to disrespectful behavior exhibited by managers solely because they are high-performing employees. It is essential to note that even in elite teams such as the Navy SEALs, preference is given to individuals with moderate performance levels who are highly trusted over high-performing team members lacking trust.
2. Embracing A People-Centric Approach
Leaders can mitigate the effects of workplace toxicity by adopting a people-centric approach to engaging their team members. This involves asking individuals about their well-being and genuinely listening to their responses. It is important to recognize that everyone processes toxicity differently; some team members may have experienced toxic environments in previous workplaces and are still coping with the effects, according to Megan Barbier of Boomi.
READ ALSO: Is Your Team Really Engaged? Here Are Key Strategies for Improving Workplace Morale and Productivity
3. Investing In DEIB Initiatives
According to Jade Nikolaou of SecondMuse, workplace toxicity frequently originates from a deficient investment in Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives. Leaders should prioritize financial investment in DEIB programs and demonstrate these principles through their actions and decisions. Establishing inclusive environments necessitates a cultural transformation wherein DEIB becomes integral to the organization's identity rather than merely a checklist item.
4. Establishing A Leadership Model
Establishing a leadership model is valuable as it transparently outlines expected behaviors, helping employees comprehend what they are expected to achieve and how to achieve it. This model emphasizes motivation, positive influence, and stakeholder engagement. Paaras Parker of Paycor says shared language clarifies expectations, facilitates necessary corrections, and indicates when expectations are unmet.
5. Taking Timely Action
According to Gallup, disengaged and toxic employees inflict more harm on organizations than unengaged employees. Failing to promptly address disengaged and toxic employees can result in more significant harm to the organization. Even if these employees are top performers, taking timely action is crucial for safeguarding the company culture, says Kannan Raghavan of Kemin Industries.
6. Promoting The Right People
A company's culture is shaped by the worst level of behavior that it tolerates. To address employee issues and enhance workplace culture, managers should prioritize promoting the right individuals who demonstrate strong leadership qualities rather than solely focusing on top performers. It is also essential to regularly gauge employee sentiment instead of solely relying on exit interviews to uncover toxicity within the organization, advises Shannon Gabriel of TBM Consulting.
RELATED ARTICLE: Bridging Empathy Gap: How Does it Help with Diversity and Inclusion?
