How to Identify a Toxic Workplace – And How to Find the Cure

Everybody knows the term “bad apple.” But, some people forget that the whole phrase is, “One bad apple is enough to spoil the whole bunch.” Similarly, in a toxic work culture, one person with a bad attitude can poison otherwise good employees’ enthusiasm. These people are also sometimes called energy vampires because they leave their coworkers feeling drained. They spread gossip to stir up trouble or take too much credit when it’s not due while passing off their failures onto others. Those characteristics can spread quickly and leave an office in complete disarray. As a leader, you’re 100% in charge, so it’s critical to be able to spot a toxic work environment and know how to fix it or prevent it from happening in the first place.

Like poison, toxic workers and workplaces will begin to make people sick. A toxic work culture leaves employees feeling depressed, anxious about going to work, tired, and sometimes physically ill. That leads to a lack of accountability, lackluster enthusiasm, and short fuses in the office.

Toxic workers and environments can take many different forms. It’s not always as easy as identifying a racist or homophobic worker. Sometimes, toxicity takes the form of micro-aggressions, favoritism, punishments, or dismissive comments. Managers have to identify both the obvious and subtle things that lead to a toxic work environment.

From your entry-level staff up to the C-suite executives, everyone has the potential to create a toxic work environment. Luckily, everybody has the power to stop it, too. Any company that doesn’t have clearly stated values and rules is opening the door for toxic behavior. Bad communication leads to distrust. That’s why it’s essential to have an open office with free communication. As a manager, one of your jobs is to allow your employees to feel free enough to share their problems with you. Marcus always says, “My number one asset is vulnerability. If you can be more vulnerable and more human, I’m telling you that you will do more business.” If employees are overworked, worried about office politics, or being harassed and have nowhere to report problems, your company will fail.

Shut it down quickly and remember to only “surround yourself with good people,” as Marcus says.

Watch out for sayings like, “I don’t care how it makes you feel,” or “Why do you always do that the wrong way?” Criticism only works when employees are also shown how to succeed next time.

1. Be generous with your praise. It’s a stereotype that the business world is ruthless. Spread positivity in your company and you’ll see a change in attitudes. If you witness an employee trying to take credit for other people’s work, rectify the situation and make sure you give credit where credit is due. If a team worked on a successful project, take time to speak with every member and let them know that you appreciate their hard work individually. As Marcus says, “There is no being generous to a fault. Because there is no fault in being generous.” As the boss, you lead by example.

2. Set up a formal feedback process. Communication is key. Ensure there is a discreet way for your employees to provide both positive and negative feedback about their coworkers and managers. Guarantee that your process is private and leadership won’t use their comments against them. Employees work harder and are more efficient when they don’t have negative feelings weighing them down or fear reprisal.

1. Admit when it happens. If you see something happening in your office that doesn’t fit with your business ethics, own up to it immediately. Problems don’t resolve themselves. The first step of fixing a toxic work environment is sitting down with the parties involved and clearing the air. This can be uncomfortable, but it’s vital.

He shared corporate objectives and celebrated contributions. In less than ten years, Campbell’s employee engagement went from nearly the worst in the Fortune 500 to almost reaching the top. Sales rose, and the company outperformed the S&P 500. (Bariso, 2018).

3. Observe, report, and act. Communicating is essential, but bosses need to take time to observe their teams without interrupting. You can glean a lot of information by watching teams work. Where is dysfunction coming from? Who is spreading gossip? Is there one employee who always has to be the center of attention? Is there a black sheep in the group? Is there a flaw in your process that inherently creates tension? If you find an answer to any of these questions, then it’s time to take quick, decisive action. Whether it’s letting someone go, reintroducing stricter training programs, or reworking a flawed process, it’s up to the boss to make bold, clear decisions. As Marcus says, “You gotta pick a path. And you gotta GO!”

Nobody likes having awkward conversations, but it comes with the territory. If you have an employee creating a toxic work environment, it needs to be dealt with quickly. These three steps can help you initiate that conversation.

1. Face-to-face feedback. Like a person who has had one-too-many beers and starts talking to strangers, toxic employees may be completely oblivious that their behavior has crossed a line. Generally, people are too focused on themselves to see the broader impact of their conduct. A face-to-face meeting, in private, can help a toxic employee come to terms with their actions. Without sugarcoating anything, explain what you have observed and how it has impacted your team. You have to lay out all of the facts objectively and without spite. You aren’t there to make them feel bad. You’re there to help. Give the troubled employee clear goals and assure them that you will check in with them to make sure they’re changing their behavior.

2. Document their behavior. As a manager, it’s up to you to ensure your whole team works well together. Unfortunately, that means that sometimes it’s necessary to let toxic employees go before their behavior creates a toxic work culture. To cover yourself and your company, document their actions and behaviors. Write everything down and mark the dates when transgressions occurred. Suppose you need to refer back to your documents later. In that case, it’s a good idea to be able to prove a pattern of misbehavior. Include your attempts to remedy the situation, the resources you provided to help them change, and any formal complaints that may have been lodged against them.

Preventing your office from becoming a toxic work environment is the best course of action. Still, sometimes things are out of your control. A troubled employee needs to be spoken to about their actions, and it’s up to management to figure out a solution. As Marcus says, “The key to business isn’t being smarter or wealthier, it’s being able to connect to people and relate to them.” Empathy, feedback, and setting clear goals can help to correct someone’s course. If that doesn’t work, they need to be separated from the rest of the team. There are few problems in business that can’t be solved; it just takes a good leader.