Leadership’s Role in Addressing Workplace Toxicity

A toxic work environment can have significant repercussions for organizations. An unhealthy culture negatively impacts employee engagement, productivity and mental health, leading to higher rates of turnover. When personnel leave, it often costs companies up to two times the person’s annual salary to replace them.  

While multiple players will shape the workplace experience, leaders have an essential role in reducing toxicity at an organizational level through their efforts in setting strategic direction and promoting top-down transformation. Let’s take a look at four ways executives can cultivate a positive climate.  

Interested in how HR can change unhealthy work environments? Be sure to read my colleague’s blog here. 

#1 – Take Ownership of Systemic Challenges 

The C-suite is ultimately responsible for the results of the organizations they lead. Those metrics include employee engagement, productivity and turnover, which all have bottom-line impacts. When company-wide trends start to reveal signs of toxicity, executives can take ownership and action. 

To pinpoint potential pitfalls, review the eight common causes of an unhealthy work environment and collaborate with colleagues in HR and middle management to gather data to identify emerging issues. Leaders can then discuss potential policy changes and introduce new initiatives to transform the environment. 

It’s important to also acknowledge the systemic challenges with staff and share what actions are being taken to reset behaviors and boost employee morale. By holding themselves accountable and listening to feedback, executives will demonstrate their commitment to creating a positive culture. 

#2 – Reinforce the Company Vision  

Leaders have a responsibility to solidify the workforce’s understanding of the core values, objectives and vision for the business. Regularly reiterating the company’s purpose and strategic direction will help the employee base remain inspired and motivated at work.   

However, alignment can often be a challenge. Research has shown that only 29% of personnel say that their leader’s vision for the future is always aligned with the organization’s. Executives can use staff meetings and regular communication touchpoints as opportunities to explain how corporate efforts connect with top business priorities and the company’s mission.  

By creating alignment between the organization’s goals and day-to-day work, a stronger sense of purpose will be infused in the workplace, leading to increased trust, greater enthusiasm for the direction the company is headed in and a collective focus for the corporation. 

#3 – Define and Model Culture Standards 

While all employees are typically asked to embody their company’s norms, the C-suite’s participation is often magnified. Executives are responsible for clearly articulating and demonstrating what is expected of staff by ensuring the values are embedded in company policies, practices, communications and decision-making processes.  

For example, if community is a core tenet of the company, it’s vital that the CEO and other leaders prioritize team-building events and activities. If those in charge do not practice what they preach, team members are unlikely to embrace the espoused values and may create their own sub-cultures.  

By leading with integrity and modeling the behaviors that the business commits to, executives set a powerful, influential example that will help ensure staff match their own actions with the company’s standards.  

#4 – Promote Psychological Safety 

A toxic workplace often fuels fear and stress, making employees hesitant to share ideas or report concerns. Workers who feel psychologically safe are 5.5 times more satisfied with their jobs with no plans to leave and 2.1 times more likely to recommend their employer to a friend.  

I recommend the C-suite to cultivate psychological safety at an organizational level by owning their imperfections, approaching mistakes with curiosity rather than judgment and creating structures for open dialogue. To establish this environment, leaders can also implement company-wide initiatives that encourage feedback, transparency and fairness with avenues like anonymous reporting channels, town hall-style meetings and Q&A sessions.  

When employees feel valued and know that they have space to be themselves, grow and learn, they are more likely to contribute their best work, stay at the company longer and remain dedicated to the organization’s success. 

Sustain an Inspiring Culture 

Executives are the exemplars of workplace culture. Through their actions, initiatives, behaviors and policies, they will establish a strong foundation for the organization’s ethos and climate. They are not creating and sustaining this culture in a vacuum, however. They also need support from their colleagues in HR and middle management to successfully cultivate a healthy environment. 

I invite you to stay tuned for next week’s blog, where we’ll explore the role of supervisors in reducing workplace toxicity and building a more productive, engaged workforce. 

Can’t wait to get more culture tips? Download our guide today! 

Or, fill out the form below to speak with an Emergenetics team member about how we can support your work. 

 

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