According to the American Psychological Association, for a sizeable portion of Americans, work is demoralizing, frightening, and even traumatic. How to fix it.
Just as there are negative people or environments with “bad vibes,” there are workplaces that are contaminated with toxic energy. This hostility immediately translates into low productivity because there is apathy, absenteeism, and lack of initiative.
According to the American Psychiatric Association (APA), the toxic environment has components such as intimidation, mobbing, lack of communication, constant fatigue, and monotony.
“If I had to distill it down to a core theme, that theme would be fear”, says Mindy Schoss, professor and expert in organizational health at the University of Florida “Toxic workplaces drain all the energy and excitement out of employees and replace it with fear”.
A study from the MIT Sloan Management Review reveals that these environments are one of the causes for the so-called “Great Resignation,” which results in high turnover rates in many companies where people simply leave.
“The Great Resignation is affecting blue-collar and white-collar sectors with equal force,” it states.
Some of the indicators that show the work environment is toxic are:
Negative leadership: A negative boss with a bad mood, unable to give proper directions, and making subordinates feel bad about themselves causes everything to fall apart. Some of these bosses don’t even know the names or concerns of their subordinates. The solution is to recruit motivating leaders who listen to others and welcome proposals. They should make everyone feel important and that everyone’s life matters. Proper greetings, transmitting positive energy, and saving the bad mood for another environment are fundamental.
Toxic coworkers (mobbing): Studies assure that cordial relationships with colleagues are as important as productivity. There are cases where mobbing occurs out of fear of competition, meaning obstacles are put in place for the development of others. Solution: Be attentive to teams, not being an “absent” boss who is always in meetings and in other offices. If you notice any kind of mobbing, you must immediately speak to those harassing a worker, in a cordial and clear manner, showing that no one is more or less within an organization.
Lack of commitment to the organization: Lack of commitment occurs when people feel they are not part of any initiative, only there to earn a salary. The solution is for everyone to participate, and if possible, hold gatherings such as meals together, meetings, and practices where everyone can express themselves and feel important.
High absenteeism: If you notice high absenteeism, it’s undoubtedly because your company is toxic. If people feel comfortable, they won’t be absent or have repetitive sick leaves. Solution: Ensure that the work environment is not only cordial but also provide light, cleanliness, good temperature (extreme heat and cold make people sick), and rewards, no matter how small they may be.
The ceiling: The company’s structure makes workers feel like they cannot grow, learn, or develop. Then stress and demotivation arise. Solution: If your company is small and lacks a structure for promotions, you should provide performance awards and even small gestures that will make your team feel good. Encourage people to generate new proposals and listen to them.
Absurd schedules: Life and needs outside of work and leisure time should always be considered. If you need people on night shifts, make them shorter and offer some reward. If you need people on weekends, ensure there is time left during the week for family, shopping, and recreation.
And the ultimate recommendation for everything: communication. If there is no dialogue and good communication, the team is destined to fail. And it’s not about creating Intranet platforms and announcements but encouraging meetings, gatherings, conversation, and respectful dialogue among everyone.