Bullying and other indicators of a broken workplace culture actively harm employees and companies alike; the majority of incidents usually end when bullied workers leave, either because they quit or their subsequent burnout leads them to getting fired.\u00a0<\/span><\/p>\n Bullying is only one of the many signs of a toxic work environment, however. It just gets the most press due to its ubiquity and severity. Addressing these issues with care, compassion, and insight improve not only employee morale, but health as well. Toxic workplaces take their toll in so many insidious ways. However, it\u2019s still possible to try and repair their damage.<\/span><\/p>\n Many toxic workplace environments aren\u2019t immediately obvious to new hires. Companies usually put their best faces forward during the recruitment, interviewing, and onboarding processes. Alternately, recruiters and managers may not realize that issues are even occurring in the first place, and aren\u2019t intentionally obscuring issues with individual employees or the overarching corporate culture.\u00a0<\/span><\/p>\n The signs of a toxic workplace include, but aren’t limited to, the following:\u00a0<\/span><\/p>\n A broken workplace culture may still be repaired, depending on where the toxicity originates. If the red flags start at the top, or otherwise go unaddressed, however, the issues can expand and cause severe mental and physical distress to employees. Hurt workers hurt companies.<\/span><\/p>\n Some negative work environments, though by no means all, are the result of outdated ideas of how an office needs to operate. Businesses understandably have to cut a profit to stay afloat, but placing this above the basic human needs of employees comes with deeply problematic consequences. Positive work environments invest in the well-being of everyone at every level.\u00a0<\/span><\/p>\n Failing to do so actively damages a company\u2019s long-term goals. The most significant effects of a negative work environment are as follows:\u00a0<\/span><\/p>\n A toxic workplace also takes a significant toll on employees at the mental and physical level. Some of the symptoms they may experience include, but aren’t limited to:<\/span><\/p>\n In Japan, the word <\/span>karoshi<\/span><\/i> describes the tragic phenomenon of working oneself to death, usually of a heart attack or stroke. No equivalent word exists in English, but the same principles exist in English-speaking office environments. Repairing the damage caused by a toxic workplace \u2014 or, better yet, taking preventative measures to make sure a toxic corporate culture isn\u2019t established in the first place \u2014 actively saves lives.<\/span><\/p>\n Fixing a toxic culture at work can be an involved undertaking, especially at long-running companies where a negative, harmful corporate culture has become an established norm. \u201cThat\u2019s just how things are\u201d is never a valid excuse for neglecting all the red flags that a business doesn’t value its employees as humans.<\/span><\/p>\n Knowing how to change a negative workplace culture involves both undoing toxic traits that already exist, as well as preventing these traits from ever reoccurring. Aspiring or newly minted business owners can take this information as well and use it to craft a healthy, positive corporate culture from day one.\u00a0<\/span><\/p>\n The repair process for a toxic workplace usually involves the following steps:<\/span><\/p>\n Surveying employees. <\/b>Problems can\u2019t be fixed when key decision makers don\u2019t have the information needed regarding <\/span>what<\/span><\/i> to fix. Anonymous employee surveys are one of the best methods available for gathering data on workers\u2019 most pressing concerns, as well as the names of employees who might be at the root of creating and spreading toxicity. Facilitating conversations. <\/b>Broken corporate cultures often lead workers to feel like they can\u2019t speak up about their concerns without facing ostracism or punishment. After collecting and analyzing data from anonymous surveys, HR personnel or other individuals tasked with crafting positive professional environments need to go about building trust in the workplace with active discussions.<\/span><\/span>The space needs to be made secure and assurances made, in writing if necessary, that no punitive measures will be taken as a result of honest, open discourse. Employees who feel safe are much more apt to open up and provide insightful solutions regarding how they want the company to move forward.<\/p>\n Facilitating transparency.<\/b> Workers like knowing what\u2019s happening at work, particularly when it comes to information like the decision-making process behind how raises, rewards, and promotions are given out. Transparency helps facilitate a culture of trust. <\/span><\/p>\n Tangible metrics, outlines, and other data that isn\u2019t critically confidential (such as social security numbers) give employees a better chance to gauge what they need to do to meet their professional goals. They also appreciate getting looped in on how their work fits with other teams and departments. Siloing isn\u2019t necessarily an inherently toxic practice, but it <\/span>does<\/span><\/i> contribute to workplace alienation that may turn rancid over time. Conducting investigations. <\/b>When employees give feedback, use it. Their words aren\u2019t meant to sit in drawers or email inboxes. React immediately to any reports of bullying, harassment, or other harmful behaviors and conduct the most thorough possible investigation into the accused. Workers who see HR and management taking their concerns about toxic peers seriously are less likely to quit and more likely to hold one another accountable in kind.<\/span><\/span><\/span><\/p>\n Implementing feedback. <\/b>Trust in managers, HR personnel, and executives has to be earned. Employees put their faith in leaders who show that their concerns matter, and the best way to do this is actually applying the feedback they provide. The fastest way to erode trust in the workplace involves paying lip service to listening. Approach workers with an open heart and sincere intent. Don\u2019t take things personally or get defensive when their reviews aren\u2019t exactly glowing. Learn what they need to feel valued, included, and safe, then do it. This makes for the fastest way to build lost trust back.<\/span><\/span><\/span><\/p>\n Requiring additional training. <\/b>If feedback reveals that employees feel discriminated against, harassed, or bullied, some company-wide training may be in order so problematic employees better understand how to fix their behaviors. The ones who don\u2019t take their training to heart and continue to cause issues may receive additional coursework or be dismissed entirely.<\/span><\/span><\/span><\/p>\n Rewarding jobs well done.<\/b> A broken workplace culture often leaves workers feeling punished for doing a good job. For example, being asked to take on more responsibilities because they\u2019ve proven themselves valuable, but without any additional compensation or recognition. Resentment and burnout come from treating workers as means to a profitable end rather than humans. Make sure that good employees receive the rewards they rightfully deserve, whether that be flex hours, additional PTO, raises, bonuses, or promotions. Otherwise, they\u2019ll understandably take their talents elsewhere.\u00a0<\/span><\/p>\n Detoxing a harmful workplace requires diligence. It isn\u2019t enough to just fix the problems then declare victory. Healthy, safe work environments must be maintained to prevent people from backsliding into toxic habits.\u00a0<\/span><\/p>\n Continue with training.<\/b> Even healthy workplaces still benefit from training modules from time to time. They help employees learn more about clear communication, inclusion, and other hallmarks of a happy environment. Training isn\u2019t always a signifier that something is inherently wrong with a company. Sometimes it serves as an investment to make a good thing even better.<\/span><\/span><\/span><\/p>\n Conduct regular employee surveys and meetings. <\/b>A consistent feedback cycle helps leadership get a stronger idea of how their feedback implementation is going. They can make adjustments from there depending on what\u2019s working, what isn\u2019t, and what could work with some tweaking.<\/span><\/span><\/span><\/p>\n Promote the positive. <\/b>Healthy workplace environments are a top-down affair. Promote employees responsible for creating transparent and positive spaces that facilitate growth. Their influence spreads further the higher they rise in the company, and it shows workers that good attitudes lead them to the roles they want.<\/span><\/span><\/span><\/p>\n Recruit positive people.<\/b> Like attracts like, as the saying goes. Establishing a reputation as a great place to work inspires talent to leave their own toxic companies and pursue opportunities elsewhere. It sets a precedent. If competitors want to keep up, they\u2019ll have to make some culture changes of their own.<\/span><\/p>\n A toxic work environment doesn\u2019t have to be permanent. No matter how high or how deep the problems permeate, there are always solutions available to put a company back on track.\u00a0<\/span><\/p>\n The responsibility for undoing the effects of a negative work environment fall largely on managers, HR personnel, and the C-suite ranks in charge of holding bullies accountable and establishing a corporate culture that disempowers bullies. Every employee, no matter their level, can still benefit from an in-depth understanding of the signs of a toxic workplace, however.<\/span><\/p>\n KnowledgeCity offers courses that can assist with both recognizing the most common signs of a toxic work environment and what needs to be done to prevent and mitigate harm. Some of the most relevant and useful options include the following:\u00a0<\/span><\/b><\/p>\n New Managers and Fostering a Supportive Work Culture<\/b><\/a>: <\/b>This course targets new managers hoping to create a positive corporate culture and needing guidance on building trust in the workplace. Even more experienced managers may find some valuable advice here as well.<\/span><\/span><\/p>\n Effective Communication<\/b><\/a>: <\/b>Poor communication is one of the root causes of an ultimately toxic workplace, but it isn\u2019t an insurmountable obstacle. Learning how to improve communication skills, set and maintain boundaries, and express needs can go a long way in repairing a broken workplace culture.<\/span><\/span><\/p>\n The Problem of Workplace Bullying<\/b><\/a>: <\/b>Go in depth about what workplace bullying entails and how it negatively impacts employees on micro and macro levels alike. Learning the signs of bullying makes it easier to design stronger protocols to keep victims protected and hold offenders properly accountable.<\/span><\/span><\/span><\/p>\n Coping with Stress at Work<\/b><\/a>: <\/b>Workplace stress amplifies bullying behaviors and exacerbates the stresses experienced by their targets in kind. Healthy work environments take pains to mitigate stress wherever possible. Employees stuck in a toxic culture at work may need the skills found in this course to protect themselves while they search for a new opportunity.<\/span><\/span><\/span><\/span><\/p>\n![\"Smiling](\"https:\/\/www.knowledgecity.com\/blog\/wp-content\/uploads\/2022\/12\/How-to-Change-a-Negative-Workplace-Culture-1000x667pix.jpg\")
<\/a><\/p>\nSigns of a Toxic Workplace<\/b><\/h3>\n
\n
The Effects of a Negative Work Environment<\/b><\/h3>\n
\n
\n
How to Change a Negative Workplace Culture<\/b><\/h3>\n
\n<\/span><\/span><\/span><\/p>\n
\n<\/span><\/span><\/span><\/p>\nTraining Courses that Can Help Fix a Toxic Work Environment<\/b><\/h3>\n