In recent years, the bibliography, as well as articles, on toxic work environments has grown to such an extent, that it has become the dominant topic of discussion in the field of work and in particular in Human Resource Management. This is due to the fact that, on the one hand, we have ceased accepting the bad and degrading behaviors of superiors or colleagues towards us and justifying them as “difficult people” or “this is how things work” and on the other hand, acknowledging them and characterize them as harmful behaviors on a personal and corporate level.
The word “toxicity” has not been used accidentally to describe this social phenomenon. Scientifically, toxicity is the grading of a substance’s ability to cause harm to an organism. In this light, researchers have defined a toxic work environment, one that has an uncontrollable immoral behavior and disrespect, as diversity, equality and work contribution are rejected resulting in individuals suffering psychologically in their workplace. It is worth noting that, according to the Oxford Dictionary, the word toxicity was the most popular word for 2018.
But, how can we recognize a toxic work environment?
There are several factors, which will lead us to the safe conclusion, which we are in a toxic work environment. First, we need to understand the behavior of people, who are on a higher hierarchical scale than we are. Do they have narcissistic behavior? That is, they do not take their responsibilities, they think, that they do not have to follow the rules of procedures and manipulate to get what they want? Do they, then, give employees too much workload, make unreasonable demands on them or do not provide a consistent work schedule? Finally, is there no good communication at all (e.g. unclear instructions for resolving an issue) between superiors and subordinates or a lack of trust? These are indicators of a toxic work environment on the part of the organization’s management.
Next, we need to understand the behavior of people who work for the same company as us. If we find that colleagues are often on sick leave, there is no enthusiasm in the workplace (e.g. people do not smile), there is a high turnover cycle (departures – hiring) and generally there is a very negative work climate with gossip, cliques, competition, negativity, hypocrisy and moral harassment, then the toxicity bell rings loudly.
Finally, we need to see ourselves in the work environment. If we are not in the mood to go to work or do not enjoy it, if we do not have good communication or there is no trust with other people regardless of hierarchical scale, if we do not have opportunities for development in the organization or our efficiency and productivity has decreased or our psychology is constantly in a bad situation with the risk of affecting our self-esteem or leading to depression, then it’s time to realize, that we are in a toxic work environment.
Identifying a toxic work environment is the first step. The next one is its management. But, how can we achieve this?
At the individual level we can do the following:
- We try to ignore and not interact with toxic behaviors, because then they will be repeated.
- We focus on our work, so that we keep ourselves busy.
- We find people in our workplace with, whom we can communicate and connect.
- We take advantage of our break to drive the tension away and find time to calm down.
- We set our boundaries, so that we can explain how we want to relate to other people.
- We take notes (e.g. emails, telephone conversations, meetings, etc.) from people we interact with and then talk to someone in charge about behavioral problems we encounter in our work.
- We find interests and hobbies that will help us relax, such as the gym or excursions.
- We create a support network of people outside of our work, who will listen to us and support us (e.g. family or friends).
- We participate in activities and actions in order to strengthen our self-confidence.
- If none of the above is effective, then we start the necessary actions, so that we can find and move on to another job.
At the corporate level we can do the following:
- We lead. Leadership in a business is very important, because through it the corporate culture and the creation of a positive working environment are promoted.
- We invest in communication. We create a working climate, where there will be honest, transparent and constructive communication between employees.
- We create a corporate culture, which will reinforce honesty, respect, equality and meritocracy.
- We form a system, in which there will be evaluation of employees in technical and behavioral level in order to give feedback and improve them.
- We remove from the organization the employees with toxic behavior.
Dealing with toxic work environments is critical, as it is not a rare phenomenon in Greek society. On the one hand, as individuals we must recognize and protect ourselves from toxic behaviors in the workplace. But, also, not enhance such behaviors, when are done in front of us to others. Enterprises, on the other hand, need to cultivate a corporate culture, where toxic behaviors are neither acceptable nor tolerable. In this way, the organizations will create pleasant, friendly and meritocratic working environments, so that both the formal and the psychological contract between the company and the employee will be observed.
In conclusion, both identifying and managing a toxic work environment are equally significant. However, managing a toxic work environment is a short-term solution, as in a work environment so hostile and detrimental to employee’s mental health, the resignation of reputable employees is simply a matter of time. For this reason, we must aim to eliminate it.
This article contains copyright. Reproduction of all or part of this article may be done with the consent of the author or with reference to the website www.marialykousi.gr. The first publication was made at www.psychology.gr on 04/14/2022.