What to do if you are stuck in a toxic workplace

A toxic workplace can have a devastating impact on employees and organisations, and can cause high levels of stress, low morale, and high staff turnover rates.

In fact, toxic workplaces are 10 times more important than compensation in predicting staff turnover.

In extreme cases, it can even lead to legal action. For leaders, especially the HR leader who is often seen as the custodian of culture, managing a toxic workplace is a critical responsibility that requires a strategic approach, says Anja van Beek, agile talent strategist, leadership and HR expert and executive coach.

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In addition, a Harvard Business School study found that 80% of team members lost work time worrying about a toxic co-worker, 78% said their commitment to their jobs declined due to toxic behaviour and 66% said their performance declined.

Van Beek has these tips to help companies navigate this challenging situation and create a positive, healthy work environment.

Identify the root causes of toxicity

Before you can do something about a toxic workplace, you must understand what is causing the problem.

Is it a single individual or a larger cultural issue? Is it related to workplace policies, or the result of conflicting personalities?

Understanding the root cause of the toxicity will help you develop a targeted solution.

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Establish clear communication channels

Van Beek says communication is vital in managing a toxic workplace. HR leaders must encourage employees to speak up about their concerns and listen to what they have to say.

This can be done through regular check-ins, employee surveys, or suggestion boxes. Establishing clear communication channels helps build trust and fosters an open, transparent work environment.

Address toxic behaviour promptly and effectively

When toxic behaviour is identified, it is important to address it promptly and effectively.

This may involve coaching, mentoring, or disciplinary action, depending on the severity of the situation.

Van Beek says it is important to document each instance of toxic behaviour and the steps taken to address it. Look for patterns of behaviour and patterns of thinking when it comes to toxicity.

Promote a positive workplace culture

A positive workplace culture can go a long way in preventing and mitigating toxic behaviour, she says. “Encourage teamwork, respect and collaboration among team members. Foster a culture of recognition, where positive contributions are acknowledged and celebrated. Provide opportunities for professional development and holistic well-being and encourage work-life balance.

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Encourage employees to seek support

Employees who experience toxic behaviour may feel overwhelmed and alone and Van Beek says they must be encouraged to seek support from HR, or get advice from a third party, the employee assistance programme, or other resources.

HR must ensure that they are not alone and that there are resources available to help them.

Hold leaders accountable

Leaders play a crucial role in setting the tone in the workplace and, therefore, they must be held accountable for fostering a positive, inclusive work environment.

Encourage them to model the behaviours you want to see in the workplace and hold them responsible for addressing toxic behaviour.

Continuously monitor and assess the situation

Van Beek says managing a toxic workplace is an ongoing process and HR must continuously monitor the situation and assess the effectiveness of their efforts.

Regular check-ins and dipstick surveys with team members must be used to gauge their perceptions of the work environment so that any necessary adjustments can be made.

If you are a team member in a toxic workplace

If you are a team member experiencing a toxic workplace, Van Beek has these four tips to handle it:

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Build a network of trusted colleagues

Remember you are not alone. Find a few colleagues that understand your frustration and who can provide support and encouragement to each other. Make sure you vent with colleagues you trust and end with what you are going to do about it.

Speak up about the changes needed

Van Beek says it is essential to speak up about what is not working and the impact on your performance and well-being. Be factual when sharing your concerns and ask if your manager sees it differently. Be part of the solution and share your expectations and suggested changes. If your manager is not open to conversation, approach HR or another senior leader. “As a reminder: sharing your intent of why you are speaking up, is the foundation for an effective conversation.”

Remain professional

Continue to add value to your team and focus on important goals. Do not join in office gossip and connect to your values and what you want to be known for. Focus on self-leadership and ensure your habits support your stress and anxiety management.

Plan your exit strategy

The best way to handle a toxic environment is to find a new job, Van Beek says.

“If the work environment continues to negatively affect your well-being, it is best to move on. Proactively look for new opportunities and share your CV with your network, update your LinkedIn profile and formal job portals.”