I recently shared this piece on a self-help page on Facebook where a request was made for someone to share survival tips for toxic environments because the page is always inundated with people who say they are not coping and threating or even go through with suicide. I thought it befitting to bring it here too because it will definitely come handy and help many people understand and navigate carefully in toxic work environments.
From my own personal and professional experiences and observations, I believe toxic work environments are the number cause for mental health issues and increased attrition rates and unending strife and misconduct in the workplace. This happens because employees would have reached a tipping point or have been pushed over the edge, they would either misbehave or act out and end up being dismissed or resigning. Some times without even securing other employment nor having other promising prospects. With the tough economic challenges and few job opportunities, we see more and more people choosing to stay and soldier on.
I have penned a few tips of how to look-out and navigate toxicity in a workplace from early on at recruitment and interview stages before committing to join that particular company or how avoid being sucked into the toxicity if you are already employed and working in such environment.
- Pay attention to how processes are handled in the company as early as at the recruitment and interview stages. That delay in handling responses to applications and contacting ideal candidates, the stories changing regularly/utter confusion from the company representative, abrupt cancellations or rescheduling of appointments without solid or valid reasons. Upon succeeding, your appointment will be handled a bit tardily and you will have the hunch and that anxious feeling telling you not to accept but you insist because you are in desperate need of a job. If you were referred by a recruitment agent with integrity and one that cares about your well-being after placing you, they will be honest enough to tell you not to proceed because the red flags are glaring. You have every right to also raise your concerns and ask the agent verify and even share some examples of previous successful and lasting placements made at the same company. Do not neglect doing your own research as well, read employee and customer reviews on the company, check their turnover trends and reach out to existing employees where possible and ask how their career has progressed since working there.
- Once you have joined, pay attention to the On-boarding, Induction and Socialisation processes. This process should not end until you have been taken through all company values, policies and procedures, you must have been given an opportunity to go through them understand them and ask for clarity where required. Namely:
- The Code of Conduct. Make this your Bible, whether you are junior or senior. Know what the rules are and what it will take if you or someone else was to transgress against them. Build relationships, upwards or downwards, based on the guidance of the Code of Conduct. Everyone in the company must abide by these rules, including the owner or person highest in rank.
- Understand the Employment Conditions such as Leave Policies (Maternity/Paternity Leave, Sick Leave, Study Leave, Family Responsibility Leave etc.), Working Hours/Time and Attendance and be sure to adhere to processes at all times, should you be prone to being late or not making it to work altogether.
- Your probation and settling-in period must be monitored closely ensuring that you are well and finding your way around in order to meet your objectives. You must have access to all the tools of trade and the stakeholders required to help you meet your objectives, that coupled with your own efforts take initiative and strive for success. If no one in the company initiates the review discussions, do it and be sure to put it in writing. This will form a base of your performance review in 3 or 6 months’ time so it’s important that it happens as most relationships break when the senior only tells the subordinate that they do not meet their objectives 6 months to 1 year later. Toxicity or animosity usually starts here:
- Broken work relationships usually start here.
- Favoritism usually starts showing itself here.
- Pitting employees against each other and division in teams starts here and things spiral out of control.
- Keep abreast with any changes or updates to policies, make time to read all company communications and stay informed. Should you be working in a company where there are no proper up-to-date policies and procedures nor employment regulations documented and communicated regularly, then you are in cow boy town. You are prone to all sorts of exploitation, abuse and ridicule. HR Professionals are usually the custodians of these policies and they can recommend policy reviews and updates in line with all the changes in Labour Laws. If there is no HR department in your company, Employment and Labour Guidelines can be accessed from the Department of Labour websites or offices to read and familiarize. These should not only be left to HR.
- In companies where all relevant structures and policies and procedures are in place, there are also Employee Assistance/Wellness Programmes in place that afford employees an opportunity to deal life issues such as team dynamics, grief, trauma, financial stress, health and other personal issues covering loved ones as well. Employees must be encouraged to utilize these services to be able to maintain healthy mindsets. These programmes and services can be accessed and assist after hours and away from work premises for confidentiality reasons. They are also accessible to immediate family resigning with the employee.
- Relationships evolve all the time therefore people also need to have a good understanding or knowledge of themselves, how they relate to others, when to draw boundaries and maintain professionalism at all times. Most of the exploitations and frustrations started with allowing others to cross the line because an employee wanted to be liked by their manager or to be seen as committed more than others. Hard work and commitment can still be noticed without trying to outshine others or competing. Hard work and commitment can still be noticed without compromising time with family and loved ones. Hard work and commitment can still be noticed without jeopardizing work-life balance.
- The other biggest breeder of toxicity is corridor talk or the grapevine. Avoid being part of these kind of talks and gossip. Rather rely on formal communication through memos meetings where a Senior or designated person shares information at the right time and platform. Always excuse yourself from conversations where colleagues or cliques begin to talk about other people in their absence. Subordinates slandering managers, colleagues bad mouthing their peers etc. Avoid, avoid, avoid.
- Creating a healthy and thriving workplace is everyone’s responsibility and ensuring that each one upholds the values of their company and adheres to all policies and procedures all the time. We can all work together toward building communities and teams that encourage and enhance our wellness.