Workplace Toxicity: Understanding the Impact and Solutions

Workplace Toxicity: Understanding the Impact and Solutions

 

Introduction

A toxic work environment is characterised by persistent negative behaviours, poor leadership, and high stress levels that affect employees’ mental and physical wellbeing. Toxic workplaces contribute to reduced productivity, increased turnover rates, and adverse health effects on employees. Studies show that workplace toxicity is a growing concern, with nearly 20% of employees in a U.S survey reporting they work in a toxic environment (Gallup, 2022). Addressing this issue is crucial for fostering healthier and more productive workplaces.

 

Characteristics of a Toxic Workplace

1.     Poor Leadership – Ineffective or abusive leadership contributes to workplace toxicity. Research indicates that authoritarian leadership styles correalate with increased workplace stress and job dissatisfaction (Schyns and Schilling, 2013).

2.     High Levels of Stress and Burnout -  Employees in toxic work environments experience chronic stress, which can lead to burnout. The World Health Organization (2019) classified burnout as an occupational phenomenon resulting from unmanaged workplace stress.

3.     Workplace Bullying and Harassment – Persistent mistreatment, discrimination, and harassment contribute to a toxic culture. A study by the Workplace Bullying Institute (2021) found that 30% of U.S workers have experienced workplace bullying.

4.     Lack of Work-Life Balance – Organisations with toxic cultures often neglect employees need for work-life balance, leading to emotional exhaustion and decreased job performance (Maslach and Leiter, 2016).

5.     High Turnover Rates: Toxic workplaces see higher employee turnover due to dissatisfaction and psychological distress. A study by SHRM (2022) found that 58% of employees who left a jobb cited workplace culture as a key reason.

 

How to Manage Mental Health when it comes to Workplace Toxicity

1.     Setting Boundaries – Establishing clear work-life boundaries can help prevent burnout and reduce stress levels (Lossek et al., 2011).

2.     Seeking Support – Employees should seek support from trusted colleagues mental health professionals, or employee assistance programs to manage workplace stress.

3.     Practicing Stress Reduction Techniques – Engaging in mindfulness, exercise and relaxation techniques can help mitigate the effects of workplace toxicity.

4.     Documenting Workplace Issues – Keeping records of toxic behaviours can be useful for addressing concerns with HR or seeking external assistance if necessary.

5.     Exploring Other Job Opportunities – If a workplace remains toxic despite efforts to manage stress, employees should consider alternative employment options for their well-being (SHRM, 2022).

A Personal Experience:

“As a trainee counsellor, I frequently come across clients’ stories about workplace toxicity and its impact on their mental and emotional well-being, often resulting in stress, anxiety, and burnout. Counselling offers a secure and supportive environment where individuals can explore their experiences, build effective coping mechanisms, and restore a sense of control over their lives.”

 

Written by Abigail Gabriel, Practicum Counsellor at Calming Hearts Counselling.

 

 

Reference

Gallup. (2022). State of the global workplace: 2022 report. Gallup.

Kossek, E. E., Pichler, S., Bodner, T., & Hammer, L. B. (2011). Workplace social support and work-family conflict: A meta-analysis clarifying the influence of general and work-family-specific supervisor and organizational support. Personnel Psychology, 64(2), 289-313.

Schyns, B., & Schilling, J. (2013). How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes. The Leadership Quarterly, 24(1), 138-158.

SHRM. (2022). Workplace culture: Employee retention and turnover insights. Society for Human Resource Management.

Workplace Bullying Institute. (2021). 2021 workplace bullying survey. Workplace Bullying Institute.

World Health Organization. (2019). Burn-out an occupational phenomenon: International Classification of Diseases (ICD-11). WHO.