An HR’s guide to surviving and fixing a toxic workplace culture

4.4 million people quit their jobs this April (U.S. Department of Labor). And a recent Sloan Management Review study suggests that people are 10x more likely to blame a toxic work culture as their reason for a resignation.

58% of people trust strangers more than they trust their own boss. People want to have a work-life balance, they want to feel appreciated and motivated at work.

Toxic workplaces aren’t anything new. Companies do everything to avoid admitting they’ve cultivated a toxic work culture but as an HR you have an opportunity to resolve them- plan a better workplace for the people.

Lawsuits shouldn’t be where change starts

There was a controversy with a leading video game company, Ubisoft where the CEO later stated “Ubisoft has fallen short in its obligation to guarantee a safe and inclusive workplace environment for its employees.” It’s only when a lawsuit gets reported that companies try to fix or worse cover up for the allegations. Good HR leadership can do better.

Step 1: Diagnosis of toxicity

Do a quick audit of the situation, the current company rules, coworker relationships, alignment with company goals, is the leadership effective etc? Record the present situation in writing because identifying a problem completely helps in solving it well.

The business world gets competitive and when we’re talking about money, companies sometimes unconsciously prioritize people over profits. It’s only human that obsession with profitability, outdoing competitors and getting the most market share results in a pressure on employees to constantly perform and outperform.

Challenging employees is good but not when they don’t take the challenge well or are not trained to cope up with it which leads to burnout.

Leadership concerns

• Authoritarian Behavior: Leaders who dominate rather than lead can stifle creativity and morale. 38% of employees don’t trust senior leaders.
• Lack of Responsiveness to Feedback: A leader who ignores employee input is a major contributor to a negative work environment.

Employee morale and turnover

• High Turnover Rates: Frequent exits and resignations can indicate dissatisfaction and systemic problems within the company.
• Low Morale: A general lack of enthusiasm or happiness at work often shows in employees' attitudes and can infect the entire workplace.

Workplace atmosphere

The Equal Employment Opportunity Commission found “that 75% of employees who spoke out against workplace mistreatment faced some form of retaliation.”

• Cliques and Gossip: Social exclusivity and rumors can create a hostile environment for those not included.
• Visible Stress and Burnout: Overworked and undervalued employees are likely to be disengaged and unproductive.

Practical steps for diagnosis

1. Engage through conversations

• Regular One-on-One Meetings: Create a routine that encourages open dialogue between managers and team members to capture honest feedback.
• Open Door Policy: Ensure employees feel safe to express their concerns without fear of retaliation.

2. Utilize feedback tools

• Anonymous Surveys: These can provide insights into the overall sentiment and pinpoint specific issues that may not be visible on the surface.
• Exit Interviews: Use these as opportunities to learn about potential improvements by understanding why employees are leaving.

Once the issues are identified, the next step is: taking action to implement a more supportive and inclusive environment.

Step 2: Strategic Intervention

First steps when issues emerge

• Quick Acknowledgment: Let the employees know you're taking their concerns seriously right from the start. Did you know 74% of employees feel out of the loop at work? That’s a big number, and it’s something we can fix with better communication.

How to investigate properly

• Gathering Information: Look into emails, witness accounts, and any relevant documentation to piece together the situation.
• Stay Neutral: Keep the investigation fair by avoiding any bias, regardless of the people involved.

Building trust through confidentiality

• Private Conversations: Use secure means to discuss sensitive issues, ensuring participants feel safe.
• Promise of Safety: Make it clear that employees won't face negative consequences for reporting their concerns.

Implementing a plan to tackle toxicity

1. Immediate measures

• Handle the Hotspots: Deal swiftly with the most critical issues to protect staff right away.
• Support Systems: Provide access to counseling or support groups for those who are impacted.

2. Strategy for lasting change

• Revise Policies: Update or rewrite policies that might contribute to a negative atmosphere.
• Consistent Training: Hold regular sessions on inclusivity, communication, and other key topics.

3. Training leaders for better management

• Boosting Emotional Smarts: Help leaders understand and manage the emotional impact they have on their teams.
• Cultivating Inclusivity: Focus on training for creating a welcoming and supportive workspace.

Step 3: Implementing and sustaining change

Communication: keeping everyone in the loop

• Transparent reporting: Change works best when it’s no secret. Keeping everyone informed about what's happening and why helps build trust.
• Feedback loops: Setting up a system for feedback isn’t just about collecting thoughts and opinions; it’s about doing something with them. Collect and analyze the feedback and then implement it.
• Video over text: Since 75% of employees would rather watch a video than read an email, why not give them what they prefer? This could really boost how well your messages are received.
• Communication and success: Here’s a kicker: Companies that nail their communication are 3.5 times more likely to outperform their peers. If that’s not a reason to get chatting with your employees, I don’t know what is!

Updating policies and practices

• Code of conduct: Let’s be clear about what’s OK and what’s not. Setting firm but fair rules can help prevent problems before they start.
• Rewards and recognition: Everyone likes a pat on the back. Setting up a system that recognizes great work and positive behavior can make a big difference. It’s about encouraging more of the good stuff.

Building better support systems

• Mental health matters: Providing access to mental health resources like counseling or workshops shows we care about our team, not just their output.
• Growing careers: Opportunities for training and advancement keep everyone motivated. It’s about showing there’s a path forward for those who want to grow.

Doing employee surveys right

• Plan before you poll: If you’re thinking about sending out a survey, have a plan for what you’ll do with the answers. There’s nothing more frustrating than being asked for your opinion and then seeing it ignored.

Bringing about real change in a toxic workplace takes effort, clear communication, and a commitment to see things through.

Step 4: Building a resilient culture

Setting the standard for all

When it comes to creating a healthier work environment, everyone from the top down should be held to the same high standard.

• Uniform accountability: Every team member, from interns to the CEO, should participate in mandatory training. Consistency in enforcing these rules is key, so no one is above the law.
• Serious about investigations: Every complaint or report of misconduct is an opportunity to uphold our values. It's crucial that HR takes each one seriously, ensuring a thorough and impartial investigation.
• Raising the bar for leaders: Leadership behavior is incredibly influential. By setting a higher standard for managers and executives, HR can drive the message that everyone's actions matter. A safe space for open dialogue, where employees can speak up without fear, is essential.

Keeping the culture healthy

A thriving company culture isn’t a set-it-and-forget-it aspect of the workplace—it needs regular nurturing and assessment to ensure it stays on track.

• Culture checks: Think of regular culture audits as a health check-up for your company. They help us spot potential issues early and keep the workplace environment from turning sour.
• Never stop learning: Continuous education on topics like diversity, effective communication, and teamwork keeps everyone on their toes and ensures our skills are sharp and inclusive.

Celebrating the wins

Acknowledging the positive is just as important as correcting the negative. When people see good behavior recognized, they’re more likely to emulate it.

• Telling the success stories: Sharing real examples of times when things went right boosts morale and sets a tangible example of what we’re aiming for.
• A shout-out culture: Public recognition can really make someone’s day. Whether it’s through an awards program or a simple thank-you in a team meeting, it’s about making appreciation visible and frequent.

Human Resources is at the heart of driving change in workplace culture

From spotting the first signs of trouble to ensuring the longevity of positive practices, HR’s role is comprehensive and crucial.

Let’s not wait for a crisis to address workplace culture. Proactivity is the key. By setting high standards, regularly reviewing our culture, and celebrating successes, HR leaders can lead the way in fostering a more supportive workplace environment.