Toxicity Is the Silent Culture Killer

👉 22% of workers blame toxic cultures for work stress.

👉 25% of employees have experienced some form of harassment in the workplace over the last year.

👉 Toxicity contributes 10.4 times more than other factors leading to increased employee turnover.

Infusing cohesion into a work culture is one proven method to reducing toxicity and retaining employees. With the presence of cohesion, employees feel a greater sense of belonging and inclusion. Creating an inclusive environment is extremely important as it's the number one reason a person leaves employment aside from promotion or life events. The importance of the supervisor-employee role cannot be overstated, as the supervisor makes or breaks the belonging cycle that involves inclusion.

Cohesion is formed from meaningful work. People who connect their purpose with work recognize their value to the organization both individually and collectively. Simon Sinek and Brené Brown refer to people who do this as being fulfilled. In fact, it can be said that fulfilled employees tend to live their jobs. Reachers furthered this concept and concluded that people who declare they love where they work are 87% more likely to stay than someone who feels like a cog in a wheel.

Rounding out the third strategic element of cohesion is mutual commitment. The most outwardly demonstration of working towards desired outcomes occurs with collaboration. To have collaboration operate at its highest level possible then the principles of need and trust must be present. Everyone on the team must agree they need each other and are willing to trust their teammates to tell the truth and do their jobs.

Cohesion eliminates toxicity.

There is no place for negativity or bullying to exist when people are included, valued, needed, and trusted. Although building a positive workplace culture can start with one, it takes a village to make it a reality and keep it going.

A trusted colleague, Chris Bower, posted the following image and asked for thoughts on this topic awhile back. He received an overwhelming response (as most of his posts do).

Hope you approve, Chris, of my 5 Easy, No-Cost ways to remove toxicity:

1. Stop rewarding bad behavior. Rewarding toxic behavior sends a message that such conduct is acceptable. Instead, prioritize people over profits by managing according to your company’s core values. Recognize and reward behaviors that align with being teachable, showing compassion, extending grace, telling the truth, demonstrating humility, operating with pure intentions, and looking for ways to promote peace. These attributes of an effective Cohesive Leader supports your organization's mission and values while reinforcing a cohesive culture.
2. Implement a zero-tolerance policy. Establish a clear, zero-tolerance policy against character assassinations, backstabbing, and gossip among supervisors and employees. I have witnessed people being so cordial in a meeting and as soon as they walk into the hallway away from earshot, they begin to berate the very same person they were just smiling and laughing with. Make it known that such two-faced behaviors will not be tolerated and will have consequences. Taking action to maintain a safe and respectful environment where employees can thrive takes rigor, determination, and dedication. It takes guts. When organizational leaders deal with these issues, they earn the respect of others.
3. Teach supervisors to connect with all employees EVERYDAY whether under the same roof or not. Use tools like Cohesion Huddles and Retention Debriefs to facilitate meaningful conversations. Regular check-ins help build trust, ensure everyone feels valued, and keep lines of communication open. Oftentimes during my coaching sessions, I give the supervisor tips and techniques to promote inclusivity through connections before content. Our team was developed 52 conversation starting questions that helps make connections more authentic and less robotic.
4. Affirm employees for who they are, not just for the job they perform. Go beyond acknowledging employees for their job performance; recognize them for who they are as individuals. Celebrate their unique strengths, contributions, and personal achievements. This builds a sense of belonging and appreciation, boosting morale and loyalty. A Cohesive Affirmation has two distinction parts that reflect an acknowledgment of the role and an appreciation of the person’s identity.
5. Avoid Favoritism. Favoritism, especially towards on-site employees, can create resentment and division. Ensure that all employees, whether remote or in-person, have equal opportunities and recognition. This fosters a fair and inclusive workplace, where everyone feels valued and respected.

Toxicity in the workplace poisons the entire organization. It steals people’s energy, contributes to poor performance, and limits the level of engagement the individual puts forth. When toxic behavior is left unchecked, it creates an environment filled with tension and conflict, where defensive and passive-aggressive behaviors become the norm. This atmosphere erodes trust, collaboration, and overall morale, leading to decreased productivity and engagement.

Addressing toxicity head-on is essential for building a healthy, cohesive workplace. Beyond creating policies, organizations must foster a culture of respect, transparency, and mutual support. As organizational leaders and individual contributors we have the power and responsibility to treat each other with care and consideration.

Cohesive leaders play a critical role in setting the tone and modeling the behaviors they want to see. By promoting open communication, recognizing positive contributions, and holding everyone accountable to high standards of conduct, organizational leaders can create an environment where everyone feels safe, included, valued, and empowered to do their best work as a unified force.

Remember, the goal is not just to eliminate toxic behavior but to replace it with positive, constructive interactions that enhance team cohesion and drive the organization forward. Let's work together to create a workplace where trust and respect are the foundations of our culture.

ABOUT THE AUTHOR

Dr. Troy Hall is a speaker is the author of the Best-Selling Titles, Cohesion Culture: Proven Principles to RetainYour Top Talent, and Fanny Rules: A Mother’s Leadership Lessons That Never Grow Old. Talent retention expert who travels the globe teaching and motivating C-Suite Executives and Senior HR Leaders on how to retain their top talent. With his Ph.D. in Global Leadership, he has been honored to present at conferences across the United States, as well as in the United Kingdom, Africa, Asia, and the Middle East. He is also the Chief Strategy Officer for South Carolina Federal Credit Union, a multi-billion dollar financial institution that consistently wins awards as one of the "Best Places to Work."

You may also contact Dr. Troy at Leadership Speakers Bureau to schedule him for speaking or leadership engagements.