Unhealthy Workplace Cultures

In some instances, the workplace can cause harm and make our work lives unenjoyable. Job satisfaction and employee engagement may be low, impacting employee wellbeing. An unhealthy workplace culture is one where the environment is characterized by unhealthy behaviours, negative interactions, and harmful dynamics that negatively impact the well-being, productivity, and morale of the workforce.

The issues are most often systemic, as opposed to isolated incidents. This means that unhealthy behaviours such as those that promote division, occur on a regular basis and are not just a singular occurring incident such as a disagreement between employees. 

Signs of an unhealthy workplace culture include:

1. Poor Communication

• Gossip, rumors, and lack of transparency.
• Overly critical or passive-aggressive communication styles.

2. Micromanagement or Lack of Trust

• Employees or team members feel stifled and constantly watched.
• Leaders fail to trust their teams to make decisions or do their work independently.

3. High Turnover

• People frequently leave because they feel undervalued, disrespected, or burned out.

4. Lack of Respect

• Discrimination, bullying, favoritism, or lack of diversity and inclusion.

5. Unrealistic Expectations

• Overworking employees, setting unattainable goals, or punishing failure without addressing systemic causes.

6. Unhealthy Leadership

• Leadership that encourages fear, blame, or competition instead of collaboration and growth.

7. Low Morale

• Pervasive negativity, lack of motivation, or widespread dissatisfaction with the environment.

8. Resistance to Feedback

• Leaders or members of the group are defensive or unwilling to change when confronted with issues.

For organisations, where this has not been addressed these behaviours can impact consumers or clients of your service. Addressing it usually involves identifying the systemic problems, fostering open dialogue, and implementing policies or behaviours that prioritise respect, support, and accountability. Addressing it is always the responsibility of leadership within the organisation, with an expectation that employees will follow this direction.

Leaders need to take deliberate, consistent, and empathetic action to address unhealthy workplace cultures. It is not a quick fix and requires shifting behaviours, norms, and attitudes across the organisation. This takes time and requires a long-term strategy.

Strategies that leaders can undertake include, but are not limited to:

1. Acknowledge the Problem

• Conduct Assessments: Use anonymous surveys, one-on-one meetings, and focus groups to understand the underlying issues.
• Listen to Feedback: Encourage employees to share concerns without fear of retaliation.
• Identify Patterns: Look for recurring complaints or issues that point to unhealthy dynamics (e.g., high turnover, low morale, conflicts).

2. Lead by Example

• Model Positive Behaviour: Demonstrate respect, empathy, accountability, and collaboration in your actions and communication.
• Be Transparent: Admit mistakes, share challenges openly, and show commitment to change.
• Practice Emotional Intelligence: Be aware of how your actions affect others and adjust accordingly.

3. Communicate Clearly and Consistently

• Define Expectations: Clearly articulate the behaviours, attitudes, and values the organisation wants to uphold.
• Set Boundaries: Communicate zero tolerance for bullying, discrimination, gossip, or other harmful behaviours.
• Reinforce Values: Regularly share and celebrate stories that align with positive workplace culture.

4. Address Unhealthy Behaviours

• Hold People Accountable: Confront harmful behaviours promptly, whether they come from leaders, employees, or teams.
• Provide Coaching: Offer training and resources for individuals who may need to unlearn unhealthy habits or develop leadership skills.
• Enforce Consequences: Ensure policies are in place to deal with repeated unhealthy behaviours, including disciplinary actions if necessary.

5. Empower Employees

• Foster Inclusion: Create an environment where diverse voices are heard, valued, and respected.
• Encourage Collaboration: Break down silos and promote teamwork and trust.
• Recognise Contributions: Acknowledge and reward employees’ efforts and successes, no matter how big or small.

6. Promote Psychological Safety

• Encourage Open Dialogue: Make it safe for employees to speak up about issues or share feedback without fear of backlash.
• Prioritise Wellbeing: Offer mental health resources, flexible work options, and other support to reduce burnout.
• Check in Regularly: Proactively reach out to employees to gauge their satisfaction and well-being.

7. Redesign Systems and Processes

• Review Policies: Ensure that HR policies, performance reviews, and management practices support a healthy culture.
• Invest in Training: Provide ongoing leadership and diversity training to address unconscious biases and improve interpersonal skills.
• Align Incentives: Avoid rewarding behaviours that perpetuate conflict (e.g., praising overwork or cutthroat competition).

8. Measure Progress

• Track Metrics: Monitor turnover rates, employee satisfaction surveys, and productivity levels to evaluate improvement.
• Celebrate Wins: Acknowledge progress and milestones, no matter how small, to reinforce positive change.
• Be Patient and Persistent: Culture change takes time. Stay committed to the process.

9. Seek External Support (if needed)

• Hire Organisational Consultants: Bring in experts to diagnose problems, facilitate discussions, or mediate conflicts.
• Offer Counselling: Partner with employee assistance programs (EAPs) or external professionals to support employees struggling with the unhealthy environment.

Leaders must remain committed to fostering trust, respect, and a sense of belonging. By actively working to dismantle unhealthy elements and replace them with positive practices, they can create a workplace where employees thrive.