When my coachee, a talented tech professional with a stellar track record, stepped into her new role as a manager at the global tech giant, she was brimming with excitement. Having honed her technical skills over the years, she was confident that transitioning into a leadership position within the same organization would be a smooth journey. She had been told that the previous manager was not very technical himself, so her skillset and experience in the field would be much welcome in the team. She knew the work, she had prepared for the management side of things, and she was eager to take on the new challenge.
However, her enthusiasm was soon met with a stark reality. The team she inherited, consisting of 11 junior and senior tech developers, had an undercurrent of toxicity that was suffocating productivity. Unspoken conflicts and palpable tension were obviously in the air, and instead of focusing on the work itself, she found herself dealing with people issues in nearly every one-on-one meeting.
What surprised her the most was that she had never experienced anything like this in her previous team within the same organization. The stark contrast between her previous role as an individual contributor and her new leadership role was unsettling.
CHARACTERISTICS OF A TOXIC WORKPLACE
This team had unique dynamics and characteristics that contributed to the toxic environment:
Distrust: Trust, the cornerstone of any successful team, was conspicuously absent. Suspicion, insecurity, and feelings of betrayal permeated the group, impeding open communication and collaboration. Team members hesitated to voice their opinions or ideas, fearing ridicule or backlash, thereby stifling creativity and risk-taking.
Ongoing Conflicts: The team was plagued by constant tension and disputes among its members, creating a hostile and uncomfortable work environment.
Bullying and Harassment: Shockingly, the team had normalized toxic behaviors like bullying and harassment, causing emotional distress and instilling fear among its members. It became clear to my coachee that there was a 4 person click of 'besties' in the team who had been there a long time and teamed up to bully and exclude the others.
Work-Life Imbalance: The demanding workload and high-pressure atmosphere offered little respite for achieving a work-life balance, ultimately leading to stress and burnout.
High Absenteeism & Turnover: A significant portion of the team experienced frequent absences (such as calling in sick) and left, with only a handful in role for an extended period. This consistent turnover signaled deep-rooted issues. Most team members did not stay beyond a year, and some departed within just a few months.
Unclear Roles: The team suffered from a lack of clarity in defining roles and responsibilities, making it challenging for members to grasp their individual contributions and overall impact.
Resistance to Change: The team displayed resistance to embracing change, often clinging to outdated practices. This resistance inhibited innovation and hindered the team's ability to adapt to new technologies and methodologies.
Diminished Collaboration and Strained Relationships: Cooperation was in short supply, and the relationships among team members were strained, leading to decreased teamwork and productivity.
Widespread Negativity and Cynicism: Negativity and cynicism pervaded the team, corroding team morale and motivation.
Isolation and Withdrawal: Team members frequently isolated themselves and withdrew from team activities, indicative of feelings of isolation and alienation.
As my coachee delved deeper into her observations, she uncovered and received reports about detrimental leadership practices, some still present around her and others demonstrated by previous managers prior to her appointment, that exacerbated the existing toxicity:
Leadership Practices: Misguided Actions From Leadership
Authoritarian and Unapproachable Leadership Style: The leaders within the team projected an authoritarian and unapproachable demeanor, wielding excessive control that stifled creativity and created a suffocating atmosphere.
Lack of Transparency and Open Communication Channels: The leadership withheld critical information and failed to encourage open dialogue, ultimately breeding mistrust among team members.
Favoritism and Unequal Treatment: Leaders displayed favoritism and inconsistently treated team members, fueling resentment and division within the group.
Neglecting Employee Feedback and Concerns: Disregarding employee feedback and concerns perpetuated a culture of disregard, diminishing morale and stifling improvement.
Micromanagement and Excessive Control Over Tasks: Leadership's overbearing control extended to micromanagement, which impeded employee autonomy and creative problem-solving.
Ignoring Work-Life Balance and Overloading Employees: The consistent encroachment of work demands on personal time led to burnout among team members, further eroding their well-being.
Promotion of Superficial Positivity and Dismissing Genuine Concerns and Emotions: Leaders encouraged a facade of positivity while dismissing valid concerns and emotions, invalidating the experiences and feelings of their team.
LEADERSHIP STRATEGIES FOR TRANSFORMATION
As a leader, it was essential for my coachee to address these toxic elements head-on to foster a healthier work environment and boost productivity. As we worked through the issues together, she put together a plan and implemented these strategies:
Conducting Listening Sessions: She initiated a series of dedicated listening sessions, providing a safe and judgment-free space for each team member to openly express their concerns and share feedback. This emphasis on transparency and open dialogue facilitated a more constructive atmosphere.
Setting Clear Expectations: To reduce ambiguity and confusion, she meticulously defined roles and responsibilities for every team member. Additionally, each member documented their yearly projects and goals, fostering mutual understanding. The team also crafted a comprehensive goals charter to align their objectives.
Leading by Example: In her quest to instill desired behaviors and attitudes within the team, she led from the front. Sharing her core values of respectful communication, adaptability, transparency, and maintaining a positive outlook set a benchmark for the entire team.
Taking Swift Action: With zero tolerance for toxic behaviors like bullying, harassment, and favoritism, she promptly addressed such issues by managing those responsible out of the team. This decisive action reinforced a culture of accountability.
Offering Growth Opportunities: Recognizing the importance of motivation and engagement, she conducted personal development sessions with each team member. These sessions were complemented by opportunities for skill development to reignite their professional drive.
Cultivating Psychological Safety: She actively fostered a culture where everyone felt secure in sharing their thoughts and ideas without fearing any form of retribution. Encouraging risk-taking, she introduced the "Oops Corner" during the weekly team meeting, where members openly discussed their weekly failures and the valuable lessons they learned, earning praise for their willingness to take risks.
Encouraging Innovation: To stimulate innovation, she introduced "Innovation Fridays," encouraging the sharing of innovative ideas and practices across the team every Friday.
Seeking Professional Guidance: Collaborating closely with HR and her dedicated professional coach (that's me!), she ensured the presence of supportive sounding boards to effectively identify and address deep-rooted issues, ultimately fostering a healthier workplace environment for all.
WHAT THIS COULD MEAN FOR YOU
Looking at the Data:
Workplace toxicity refers to harmful conditions that directly impact employee mental health. Recent findings from APA’s 2023 Work in America Survey shed light on the prevalence and consequences of workplace toxicity:
More than one in five (22%) workers experience harm to their mental health while on the job.
More than one in five (22%) of employees experienced harassment in the last year, up from 14% in 2022.
Signs of a Toxic Workplace:
It's crucial to recognize the signs of a toxic workplace, as they can significantly impact your well-being and professional life. Here are some common symptoms that you might be in a toxic work environment:
Employee Health: Common Symptoms
In addition to behavioral and management-related signs, a toxic workplace can take a toll on your mental and physical health. Look out for these mental health symptoms:
Self-Doubt and Low Self-Esteem (Including Imposter Syndrome): Constant criticism and negativity can erode your self-confidence and make you doubt your abilities.
Heightened Anxiety and Tension: A stressful work environment can lead to increased anxiety and tension.
High Stress: Excessive stress levels can manifest in both physical and mental health issues.
Decline in Your Performance at Work: Toxicity can impact your performance, leading to a decline in your work output.
Decreased Ability to Concentrate and Focus: Constant stress and negativity can make it difficult to concentrate on tasks.
Constant Fear and Nervousness: The fear of making mistakes or facing backlash can lead to chronic nervousness.
Changes in Appetite and Sleeping Patterns: Stress and anxiety can disrupt your eating and sleeping habits.
Increased Sensitivity: You may become more sensitive to feedback or negative interactions.
Unexplained Aches and Pains: You might be more prone to random aches and pains, such as headaches, upset stomach, or muscle pain.
Leaders/Managers:
If you find yourself in a similar situation to my coachee's, remember that change is possible. Identifying the root causes of the toxic environment, recognizing them, and openly communicating your intentions of creating a healthy environment to enable success to your team as well as seeking the right guidance, such as partnering with HR and/or working with an executive coach, can be the key to detoxifying your work environment and creating a more positive and productive space.
Team Members:
Recognizing these signs is the first step toward addressing workplace toxicity. If you find yourself experiencing these symptoms, you are in a toxic work environment and you need a change. Consider seeking support from a mental health professional or a coach and explore ways to improve your work situation, whether through communication with your employer or seeking a healthier work environment elsewhere. Your well-being should always be a top priority and you should expect to receive the respect you deserve!
CONCLUDING THOUGHTS
Whether you're a leader navigating the challenging terrain of a toxic workplace or a team member striving for a healthier work environment, remember that your present actions hold the power to shape the workplace of tomorrow. The responsibility lies within our grasp, and we should never hesitate to voice our concerns, as a healthier workplace is advantageous for everyone involved, the employees, the leaders, and the employer!
However, the challenge often lies in our own self-doubt, as we question, "Is it me who perceives it this way? Am I simply not competent enough, always making mistakes?" This self-doubt can perpetuate a harmful cycle. Seeking guidance from a professional can help you recognize and validate the signs of a toxic workplace.
By implementing effective strategies, maintaining unwavering determination, and fostering a positive and inclusive environment, we can all look forward to a healthy team and work place norms. Thank you for joining me in this journey of well-deserved change!
#EmployeeEngagement #MentalHealthAtWork #PositiveWorkplace #ManagementStrategies #LeadershipCoaching
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