The Toxic Work Culture

On August 26, 2022   /   Uncategorized   /   Leave a comment
The Toxic Work Culture

Much has been said about the “Great Resignation” and the driving forces behind it. From pandemic induced self-actualization to the demanding Gen Z, numerous resignation reasons have surfaced. Collectively, these reasons point to what can best be described as “toxic work culture”.

In fact, Forbes names toxic work culture as the number one factor driving workers to resign. Toxic work culture is ripe with psychological hazards that negatively impact an employee’s well-being. Employees’ physical and mental health can be harmed as well as their overall productivity and engagement.

Typically, toxic work culture is thought to consist of bullying and harassment. According to Forbes, toxic work culture also includes things such as low pay, limited to no opportunity for career advancement, untrustworthy employers, and failure to reward achievement just to name a few components.

Remote work is not immune to toxic work culture. Software programs such as Hubstaff and TeamViewer enable the micromanagement of employees by providing managers with the ability to virtually observe an employee’s every keystroke. Many employees find themselves dealing with abusive managers and colleagues in isolation. The disconnect from being in-person can cause an individual to feel a greater degree of anonymity and therefore often ramps up bad behavior.

A few signs of a toxic work culture include:

  • Abusive management. If managers engage in bullying or harassment, it signals that such behavior is tolerated. Eventually others will engage in similar behavior creating a toxic work culture.
  • Fear is the norm. Employees don’t feel psychologically safe enough to raise issues, errors, or concerns to leadership. Employees fear the criticism or the retribution that comes with speaking up.
  • Clarity and efficiency are lacking. Toxic work cultures lack the trust necessary to effectively collaborate and communicate. The result is a state of constant confusion and dysfunction.

For employees who find themselves in a toxic work culture, it is best to focus on what you can control. Also, build a team of allies who can support you in raising critical issues to leadership.

For employers who want to correct a toxic work culture, seek feedback from employees. To gain genuine feedback an anonymous system for collecting employee feedback may need to be implemented. Use it to implement changes that will create a positive workplace.

How do you maintain a positive work culture? Let us know in the comments below.

Make it a great day!

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Meetings Are Annoying

On July 18, 2022   /   Unnecessary Meetings, Zoom Fatigue   /   Leave a comment
Meetings Are Annoying

Meetings consume a substantial portion of the employee’s work week.  A closer look reveals that a substantial number are unnecessary, unproductive, and deprive employees of irreplaceable time to focus on completing projects.  

According to a Harvard Business Review survey, 65% of senior managers said meetings prevented them from completing their own work and 64% said meetings negatively impacted their deep thinking time.  

The meeting culture directly impacts employees’ happiness and health because they work “off the clock” and the result is simple:  a poor meeting culture equates to reduced productivity and a loss of work/life balance.

If your organization touts time efficiency as a core value but consistently schedules ineffectual meetings, your core values are out of alignment and require a corporate culture tune up.

Ideas to mitigate the problem:

  1. Beforehand, review the expected deliverables and determine whether a meeting is even necessary.  Could the desired outcome(s) be accomplished in a different format? Possibly via email? A brief telephone chat?
  1. Be sure the meeting agenda is concise and specific.  State the start and end time and stick to it.
  1. Invite only those who have a role on impacting the outcome (decision maker, adviser, executer…)
  1. Discussions that come up that are not agenda-related should be deferred to off-line conversations or to future meetings (this avoids “time gulping”).  Record action items and follow up with the appropriate colleagues afterwards.
  1. BONUS:  Give attendees the option to leave once their role/interest has been discussed.

Let us know in the comments how you keep your meetings on track.  In all your doing, make it a great day!

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The Art of Receiving Constructive Criticism

On May 5, 2022   /   Building Trust, Effective Communication, Effective Listening, Emotional Intelligence, Uncategorized   /   Leave a comment
The Art of Receiving Constructive Criticism

Many people find it difficult to be on the receiving end of constructive criticism.  It can feel like an attack—especially if it isn’t delivered thoughtfully and with empathy. 

We can’t stress enough how important it is to mentally reframe corrective action as an opportunity for continuous growth and improvement.  As an employee makes performance adjustments based on feedback, their performance reviews/ratings will increase (not to mention job satisfaction!).  When an employee can effectively process corrective feedback, they will be happier and more productive.

Here are a few practices that you can share with your team from Forbes.com:

1) Actively listen. Repeat and affirm what you’ve heard. This gives the brain time to process without becoming defensive. Body language is also a component of active listening.  Check your posture.  Are your arms folded?  If so, relax your arms and maintain good eye contact.

2) Thoughtfully consider the feedback given to you.  Avoid quickly rejecting or accepting the person and take your time to evaluate the information. Consider the impact of the requested change.  Reflect on how frequently you receive similar feedback from other coworkers or in other environments, i.e., at home.

3) Remain open…ask followup questions using the start, stop, continue format.  Begin by asking, “What is something that I am not doing that you would like me to start doing?”.   Next ask, “What is something that I am doing that you would like me to stop doing?”.  Finally ask, “What is something that I am doing that you would like me to continue doing?”.

Take these tips into your next feedback session and leave with clear understanding and amazing opportunities for improvement. 

Share your best practices for receiving corrective feedback in the comments below.   Make it a great day!

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Attract and Keep Excellent Remote Employees

On March 10, 2022   /   Innovative Problem Resolutions, Pandemic Resolutions   /   Leave a comment
Attract and Keep Excellent Remote Employees

In 2020 many companies faced the task of taking their workforces remote due to the pandemic. The change was abrupt, swift, and caught employers off guard leaving them to quickly create and implement new structures, plans, and policies in order to manage newly minted remote employees. 

The early days of the transition presented challenges with the internet, communication, and supervision (just to name a few) causing high levels of stress for all staff levels.  As a fun way to relieve the strain, the employer/employee virtual happy hour was born.  

Flash forward to 2022.  With the heyday of the digital cocktail party becoming a distant memory, employers now recognize that they must find creative ways to attract and keep exceptional remote employees.  Similarly, remote employees’ expectations have surpassed virtual mixers to keep them happy.  They want to feel seen, heard, and valued by their employer. 

Here are a few ideas for employers to consider:

1) Enthusiastically express appreciation.  A handwritten “Thank You” note, including a gift card, tells remote employees that their work is respected and valued. 

2) Respect their time.  Eliminate unnecessary meetings. Give extra time off.  Bottom line, find useful ways to say, “You are an important asset to our company and we’re glad you’re on our team”.

3) Reduce interruptions throughout the day.  Constant direct messages (pinging) can quickly become an additional stressor for remote employees and negatively impact productivity. 

4) Allow extra breaks and avoid micromanaging.  For a variety of reasons, employers keep a close watchful eye on their employees’ online activity.  Routine self-care breaks are still necessary and should be encouraged rather than scrutinized.

5) Promote mental health.  Because some remote workers may feel isolated, consider offering confidential assistance from mental health professionals.

Let’s be clear, the hybrid company (consisting of employees who have a remote and brick and mortar office) will become more dominate as time progresses.  If companies fail to plan to attract and keep proficient “hybrid” employees, they should prepare to lose them to competitors.

Keep in mind that a lack of employee engagement will adversely affect morale, productivity, customer satisfaction, revenue, and profits.

In the comments below, tell us how you plan to attract and keep your remote employees. 

Make it a great day!

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Trust in Leadership

On February 28, 2022   /   Building Trust, Emotional Intelligence, Leadership, Trust   /   Leave a comment
Trust in Leadership

Your company’s growth and profitability can catapult to new levels and a lot of it has to do with how much your employees trust your leadership. 

According to an article in The Harvard Business Review, employees who trust their leaders tend to be more productive.   The article suggests that trust is linked to oxytocin levels in the brain, therefore, employees are happier and communicate more effectively with colleagues and management.  This may have a connection to increased productivity and profits.  

Points to ponder:

1) Transparency is key.  Employees seek to be aware of what is real and true.  Besides the need for job security and career advancement opportunities, employees want to be part of a workplace culture that puts a premium on delivering the truth.  For example, employees want to know how management perceives the effectiveness of their work performance because it allows them to make decisions based on facts and not assumptions about how they want to navigate their company career. 

2) Do as you say.  Discussing company core values and expectations in monthly meetings is important and employees expect leaders to model those values—consistently. 

3)  Be vulnerable.  Don’t be afraid to admit you don’t have all of the answers and that you’re not perfect.  Become comfortable with being uncomfortable so that you can build workplace relationships as you build the business.  Be willing to share childhood family dynamic(s) that influenced your adult values.

4) Avoid micromanagement.  This is key for building trust and developing strong workplace relationships.  Also, less micromanaging means less stress for you and more accountability for your employees.

5) Understand how to be an effective listener.  Sometimes the boldest thing a leader can do is listen and truly internalize the ideas/opinions of their staff.

6) Make employees feel appreciated and valued.  Plan an annual retreat.  Ask employees where they’d like to go and activities they want to do during the retreat.  If it is successful, consider making it an annual event…it will be something for everyone to look forward to each year.

Bonus point:  Authentic trust in work environments promote well-being and high morale.  A lack of trust produces higher turnover and lower productivity. 

Go out there and make it a great day !

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