Our very own Deanna Baumgardner Of Employers Advantage was featured on Authority-Medium Magazine's blog to discuss Navigating Workplace Toxicity and how what Strategies work for a Healthier Work Environment. The Interview was with Vanessa Ogle
"Training — Train managers on how to handle workplace conflicts, be aware of signs of toxicity and how to respond to feedback from employees when concerns are brought up so that they can be resolved." HERE ARE SOME OF THE QUESTIONS DEANNA WAS ASKED ABOUT NAVIGATING WORKPLACE TOXICITY: Strategies for a Healthier Work Environment:
What does workplace toxicity mean?
To me, workplace toxicity is when there is a complete lack of respect and a disregard for the individuals in an organization. The means there is a lack of trust, lack of communication or very poor communication, feelings of fear and anxiety, intimidation and a total dark cloud over the whole operation. Almost like it feels oppressive and hard to believe that it could be that bad, but it is. Total chaos and dysfunction.
Can you describe a time when you personally encountered or helped resolve workplace toxicity?
I have worked in a toxic work environment but have also tried to help clients resolve workplace toxicity, because unfortunately it’s far too common. Unless leadership recognizes it AND is willing to address it, nothing will change. You can take all the necessary steps, but employees will see through it in no time if there isn’t sincerity and actual change behind what is said from leadership about what they are doing to support the workplace.
What were the key signs that the environment was toxic?
It sounds strange, but one of the biggest signs of a toxic workplace is both a high level of turnover and also longevity in certain groups of people. The longevity comes from people feeling stuck in the company and the cycle of toxicity. It’s very hard to break and when you feel like you’re stuck under a heavy dark cloud, it’s hard to move. A lot of times they feel like it is going to get better, so they stick it out because they have hope, but the cycle continues. Other signs of a toxic work environment are that there is a negative undertone around the work environment and groups of people create their own “clicks” and it becomes very contentious. Another sign in a toxic work environment is that everything is urgent, or managed as urgent, even when it’s not. The expectation around the urgency and what needs to be done is so unreasonable that people are essentially set up to fail so it’s easier for the toxic leadership to say that it’s the team’s fault. It’s really a vicious cycle and that’s how people end up feeling like they are stuck in their role and get so rundown that it’s hard to get themselves out of it.
What are some of the most common causes of toxic work environments, and how can leaders recognize these issues before they become pervasive?
Unfortunately, a lot of the time it is the leader that has either set the tone for the toxic environment because of their own behaviors or they knowingly allow it to happen within the organization and don’t do anything about it for a variety of reasons. It’s important for leaders to really listen to employees and keep an open mind about what is happening in the organization. Create connections and open lines of communication with individuals so that they feel comfortable being able to come to you with issues or concerns and not made to feel like they are “complaining” or that nothing will get resolved. We often see that the toxicity can be linked back to a person or people in positions of power or high performers so there is a reluctancy for people to come forward for fear of their jobs and there is a tendency for top leadership to either dismiss any claims of their wrongdoing or just simply not believe it because of the “value” of that high performer to the company monetarily.
What steps can employees take to address workplace toxicity if they feel uncomfortable or unsupported by leadership?
This is really the toughest part. If leadership is not supportive and the employee feels too uncomfortable to say anything, it’s a decision for the employee to make if they want to stay in that environment or move onto finding a new role. The employee now knowing there is workplace toxicity that more than likely isn’t going to change without drastic measures, they can then determine how they want to change their behavior and approach to keep themselves out of the toxicity but also be able to manage their own well being. Again, a lot of times it comes down to the decision of if they should stay there or go elsewhere.
What role does mental health play in navigating workplace toxicity, and how can both employees and organizations prioritize mental wellness?
Mental health plays a primary role in navigating workplace toxicity. Nobody can be in any type of toxic environment or relationship without it negatively impacting their mental health. And then once your mental health is impacted, it can impact so many other things including your physical health, performance at work and impact on your at-home life when not at work.
Can you share some strategies or practices that individuals and teams can implement to create a healthier and more productive work environment? Please share your “5 Strategies For A Healthier Work Environment”?
1. Boundaries — Leaders need to make boundaries a priority and work with the team to help them establish their boundaries and hold to them. This can include minimizing long work hours and monitoring employee workloads so that they aren’t overworked or working excessive hours.
2. Respect — Create an environment of mutual respect for people as humans and individuals. It’s ok to disagree or not necessarily get along with everyone all the time, but there needs to be a basic level of respect.
3. Outcomes — Focus on outcomes rather than dwell on the problem. Dwelling on the problem can cause people to start blaming and create a culture of fear in which people will stop talking and will hide issues.
4. Training — Train managers on how to handle workplace conflicts, be aware of signs of toxicity and how to respond to feedback from employees when concerns are brought up so that they can be resolved.
5. Mental Health — Talk openly about mental health and create a safe environment for employees to feel comfortable sharing their concerns, feedback and feelings. Normalizing mental health and providing mental health resources and support is a must in the workplace.
You are a person of great influence. If you could inspire a movement that would bring the most amount of good for the greatest number of people, what would that be? You never know what your idea can trigger.
It would be something around respect because I feel like a lot comes from having basic respect for others. One of our core values here at Employers Advantage is Respect Everyone. When you think of that and have that top of mind when dealing with people, it really changes your approach and how you interact with people. Having respect for a fellow human allows them to be who they are and allows you to be who you are, whether you agree with each other or not. If there is respect, there is an open mind and an open heart to understanding. You can respect someone and not agree with them or even have them as a part of your life. Just because someone’s journey isn’t the same as yours, doesn’t mean it’s wrong. Respect it.
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