Workplace Toxicity Leads to Productivity Losses
Workplace toxicity is one of the leading causes of employee turnover. Almost universally, people will run the other way from workplaces and managers who instead of inspiring employees, make them feel miserable, unproductive, and exploited.
The motivation theory purports a fact that people in Human Resources and those dealing with employee productivity knew all along: Happiness drives productivity. So, what then enables and helps sustain a work culture that is not only damaging to a business’ image and leads resignations but also creates an environment that discourages productivity?
What Creates Toxic Workplaces?
Given that we know all this about productivity and employee satisfaction, it’s surprising to find that workplace toxicity is a lot more common than one would imagine.
At the root of organizational toxicity lies a disconnect between the employees and the management.
The disconnect is either caused by: 1) a lack of effective communication, or, 2) discrepancy between what the organizational culture really is versus the company culture on paper.
Although I have been lucky to have worked with some really good organizations throughout my career, there are instances where I have felt a creeping sense of workplace toxicity.
For instance, in implementing contentious policy changes related to our workload, the organization I was employed with conveniently skipped the consultation process altogether and sent out the mail that would jump at us from our inboxes the following morning.
This circumvention served them well initially — as they got off easy without having to deal with the consequences of breaking a bad news — but the damage was more long-term.
In hindsight, the management could have handled the bad news well by taking the staff onboard, by calling in a meeting, and tried their level best to arrive at a compromise that accommodated both the employees’ concerns and what the management sought.
Naturally, the employees were pissed when they saw that doozy of a mail in their inbox that informed them of the change.
If the employees feel that they’re just there for the show, relegated to the status of mere spectators when it comes to company rules and policies, then instead of playing their part with stakes in the game, they’d much rather do as little can be done and quell their innovative ambitions.
Want your employees to exceed expectations when it comes to productivity? Get them involved, and let them own their fair share of responsibility in making the organization a success.
Many organizations also have an image problem, meaning their actual values are in no way a reflection of their espoused values. Potential applicants seeking work in any such organization cannot form informed opinions regarding the nature of the workplace they’re joining unless they’ve been in the trenches already.
A key question that would-be applicants have to ask nowadays, along with questions of pay, responsibilities, and promotion opportunities, etc., is about the company culture, their ethos and values.
As important as finding out about a company’s culture is, the search may turn out to be equally misleading. Whoever heard of an organization critically evaluating themselves?
Toxic organizations will appear identically similar to every other organization, or at least that’s the impression you’ll get skimming through their website where you might find dreamlike visuals of employees grinning from ear to ear, tempting the unemployed with promises of joining an oasis community of the blessed.
Inspired and somewhat aroused with anticipation, you go ahead with the application, get into the organization, almost levitating with unbound, excitable energy, only to get deflated once confronted with the organization’s true face: a harsh, demanding, and micro-managing boss, back-biting colleagues, a culture that thrives on putting others down to get to the top; in short, a cut-throat world of toxic competition that has little to do with its advertised values.
Solutions to Workplace Toxicity
The fish rots from the top. Good organizations have self-awareness built into their culture. The management knows and actually cares about the impacts their policies will have on the employees. They constantly tweak their policies to better reflect and assuage their employees’ wishes and concerns.
Motivation plays a central role in our lives. Without motivation, we’d find it hard to get out of bed in the morning and do something worthwhile with our lives, and that’s why toxic workplaces need to know their employees’ motivations and then take actual steps toward fulfilling them.
There are two types of motivations that the managers can tap into:
- Extrinsic Motivation (money, rewards, compensations, accolades, etc.)
- Intrinsic Motivation (psychological need for fulfilling personal goals, being part of something bigger than yourself, and working on tasks that feel satisfying in and of themselves)
Both these types of motivations can be tapped into to improve employee morale and productivity.
However, to be able to meet these motivational needs, the management has to make the effort to know their staff better. Managers especially are required to gather these insights either through quarterly or annual performance reviews or through formal and informal chats at their offices or by the water cooler. Again, this highlights the importance of having effective communication.
Further, every individual person needs psychological nourishment, to say nothing of safety. A congenial workplace environment can be built through team-building activities. Office lunches, games, and annual events cement bonds of camaraderie outside of work. If getting to work starts feeling like an opportunity to meet great friends, you would start looking forward to the Mondays.
Lastly, for the would-be applicants, it is advised to always look for Google reviews of the businesses or organizations you desire to join. A little research about the work culture at the organization is worth saving you the trouble of working under toxic leadership. Prioritize your mental health, and seek opportunities at places that not only promise good credentials but where you will actually feel valued.
The tables have turned in the past couple of years. Work from home protocols actually were a blessing in disguise because, if nothing else, people have come to realize the importance of mental health over their job responsibilities. Workplace toxicity might eventually be the death of work from office if, that is, employers don’t steer ship and make the needed course corrections.
