Hybrid work has become the new norm. But even then, why did a staggering 4.4 million employees quit last year in April? If you think people quit their jobs because they want more salary, you’re wrong.
A recent study by Sloan Management Review reveals that people are more likely to resign because of toxic cultures in the workplace than work-life balance or subpar compensation. In other words, people aren’t running after jobs with high pay. Rather, they are running from being underappreciated, undermined, and overworked.
Now comes the question: why is it that some leaders are successful in creating healthy and unified corporate cultures while others build low-performing organizations riddled with toxic behaviors?
Years of data reveal that democratic leadership style, positive values and behaviors, and transparency are the key to creating a healthy corporate culture. As a leader, creating such a culture isn’t challenging. Here’s what you can do to prevent a toxic hybrid culture in your organization:
#1 Prioritize Employee Health and Well-Being
A recent survey by Gallup reveals that a lost workday due to mental health costs a firm around $340 per day for full-time employees. That’s too much.
While prioritizing work and work-related responsibilities, encouraging a system that focuses on employees’ health and well-being is equally important. If you do so, your employees will feel valued and motivated. Ultimately, this small effort of yours will improve your company’s bottom line.
Identifying toxic managers, leaders, and team members is the first step to creating a culture that supports the health and well-being of employees. An Employee feedback mechanism will come in handy in this regard. You can use a 360-degree feedback survey or employee engagement tools to learn about the work culture and the working conditions within the organization.
G360 Surveys advises using the sandwich approach to make feedback more palatable for toxic employees. Comment something positive first and then make an improvement suggestion. Don’t forget to say something constructive in the end.
Introducing wellness programs is a great way to help your employees overcome mental health issues. As many as 81% of companies offered some type of wellness program, which was effective to some extent. Such programs are anticipated to improve employee health, lower absenteeism, and boost productivity.
#2 Obtain Employee Opinion Before Making Changes in Business
In hybrid work environments, asking in-office employees about their opinions on potential business changes is easy. You can pop by their in-office staff cubicle and get their two cents. But what about remote workers?
Arranging for video conferences or phone calls may seem like a hassle, but don’t you think this will promote a toxic culture? Your remote employees may be experiencing Zoom fatigue due to the numerous meetings they have to attend in a day. Chances are, they may have something to share or suggest a change that would make them more productive.
You unknowingly promote a toxic work culture if you don’t include their input regarding potential changes in the organization that will affect them. Soon, they’ll feel bitter about you for only considering the opinions of their in-office colleagues.
Always ask for suggestions and opinions from each employee about business changes that you’re about to make to avoid fostering a toxic culture.
#3 Give Credit and Rewards to Deserving Employees
Rewards and credits are a great way to appreciate the hard work employees put into their work. Performance-based incentives encourage employees to become more productive. But, deserving candidates often do not get their due because of favoritism.
Creating a culture of favoritism is a big no-no! When it comes to giving incentives, keep aside favoritism. Get involved with your team to ensure incentives are being credited to those deserving of it. Make sure no employee takes credit for someone else’s work. Simultaneously, no one else is blamed for others’ mistakes.
In case an employee performs exceptionally well in a project, credit them for the same. Recognize the hard work they put in, say thanks, and reward them with promotions or incremental raises as you see fit. Remember, a little goes a long way.
#4 Lead Your Team by Example
Endeavor to be the leader that exemplifies “do as I do” because the world already has leaders who believe in “do as I say.” Adopt behavior you want your team members to emulate.
Do not penalize or berate your employees for committing blunders while letting yourself off the hook with no consequences. If you do so, you’re sending a message that it’s fine for your subordinates to do the same. Ultimately, this will breed toxic behavior among employees of all levels.
It’s Never Too Late to Create a Healthy Working Environment
Workplace toxicity has been around for ages. It’s time to break free from it. Simply preventing a non-toxic environment isn’t enough. That’s because being non-toxic doesn’t mean a healthy environment.
Aim to create a positive culture where leaders listen to everyone– employees, stakeholders, and customers. Building such a culture isn’t easy, as it requires lots of effort. To root workplace toxicity, leaders, managers, HRs, and everyone at the top will have to modify their behaviors.
Make sure you supply your employees with the tools needed to carry out their day-to-day tasks and treat each of them fairly. Rest assured, your employees will give their 100%, which, ultimately, will improve the bottom line of your company.
