Combatting Toxic Workplace Culture

Creating a positive workplace culture is essential for employee satisfaction and organisational success, and managers play a crucial role in fostering a healthy, supportive environment

CREDIT: This is an edited version of an article that originally appeared in The HR Director

A toxic workplace culture can have devastating effects, draining motivation, stifling creativity and driving talented employees away. It’s not just a minor inconvenience – it’s an organisational crisis. Leaders who allow micromanagement, exclusionary cliques and a blame-oriented mindset to thrive risk creating an environment ripe for burnout and high turnover.

Toxic Behaviour Warning Signs

Toxic behaviours such as cliques where certain employees are excluded, ideas being stolen and credited to others, or employees constantly being pitted against one another breed resentment and mistrust, ultimately damaging team cohesion and morale.

The first step in breaking the cycle of toxicity is active listening. Managers must understand the underlying issues affecting their teams before they can implement meaningful change. Often, the subtle signs of toxicity, like gossiping or undermining colleagues, go unnoticed by leaders until they have escalated. It’s vital for leadership to recognise that their actions, attitudes and decisions directly shape the company culture.

Managers may unintentionally foster toxic behaviours through inconsistency or by failing to address negative behaviour when it arises. For example, if a manager allows one employee to micromanage others without stepping in, it can create an atmosphere of fear and frustration among the team. Leadership training should go beyond traditional business strategies to include emotional intelligence, active listening and the ability to provide constructive feedback.

These skills are as crucial as financial planning and operational efficiency in creating a thriving workplace. Leaders who develop these competencies are better equipped to handle interpersonal dynamics and prevent the development of toxic behaviour before it takes root.

Healthy Workplace Culture

A healthy workplace is one where toxic behaviour is actively addressed, not ignored. Office politics, passive-aggressive behaviour, exclusionary practices and belittling others must be confronted head-on. Managers are responsible for setting the tone by creating an environment where employees feel safe to speak up and are supported in addressing their concerns. This includes confronting behaviour like gossiping or clique formation, which can create divisions and a lack of trust between team members.

When one employee’s idea is dismissed or overlooked in favour of another’s simply because of their standing in the office hierarchy, it fosters a culture of insecurity and resentment. Establishing clear behavioural expectations and reinforcing a culture of respect and accountability is vital. When managers consistently address toxic behaviour and model positive interpersonal dynamics, employees will feel more comfortable and valued in their roles, creating a more inclusive and collaborative environment.

Think Long Term

Shifting a company’s culture is a long-term commitment. It requires persistence, transparency and the courage to confront uncomfortable truths. Managers who foster a sense of inclusion and respect will begin to rebuild trust and ensure that no one feels overlooked or sidelined. It’s important to call out behaviours that undermine the culture, such as undermining peers or refusing to listen to dissenting opinions. When psychological safety is prioritised, employees are more likely to contribute openly, take risks and collaborate. Over time, this leads to a more cohesive, creative and productive workforce.