Even without a rigorous statistical analysis framework, these numbers are attention grabbing and bear closer examination as they speak to the impact stress, negative working environments and overload can have on a society. If 1 in 5 employees works in a negative or toxic work environment and fully 4/10 people are under enough stress to affect their productivity at work – what is the $$ cost of this to the Canadian economy?
Toxic working environments are not fun – and they are not productive either. While some employees may be less personally affected, the impact is still there. A mindset that recognizes – ‘if it can happen to them, it could happen to me’ will be resonating in the background. For those who are directly impacted the stress can show up as headaches, ulcers, depression, irritability, inability to concentrate, burnout… the list goes on and on.
When people are caught up in the negativity created by conflict, bullying, intimidation and nastiness, the reaction is not to focus more effectively on the work that needs to be done; it is to focus on personal safety and survival on both a personal and professional level as the risk / benefit analysis we conduct continually leads us into self-protection. As human beings we have choices about how we react.
Some fight back in an attempt to draw a line in the sand and stop the abuse. Others try to become invisible – slipping in and out as unobtrusively as possible to avoid triggering an attack. Or people may withdraw into themselves and spend vast quantities of time mulling over the situation and trying to figure out “Why ME?” Alternatively people may quietly dust off their c.v. and exercise their right to vote with their feet and move on to another job where, hopefully, things will be better. Collectively though these reactions all spell one major problem – the focus is NOT on getting the work done and the impact on the bottom line of any organization will suffer. Productivity drops, social interactions diminish and input and creativity are stifled as risk management takes over.
Ultimately, toxicity costs $$ in terms of both the financial picture and the human toll it takes.
What can you do if you are caught up in this vicious cycle of toxicity? If you are an employee, the following suggestions may help:
1. The first thing to do is recognize what is happening and the impact it is having on you and your family.
2. Put some ‘self-care’ strategies into place to help manage the stress – spend time doing things you enjoy away from work (sports, exercise, friends, hobbies, entertainment). Please note – neither booze nor drugs show up on that list!
3. Document the specific situations that have happened as accurately and objectively as you can – a brief explanation of dates, times, locations, who was present, what was said… keep it short and keep it accurate!
4. Get some help and support -Have a confidential conversation with someone you trust who is familiar with your workplace (Ombuds office, union, your manager or another manager, HR, Labour Relations, mediator, informal conflict management program coordinator, counselor or psychologist, Employee Assistance Program, colleague, security etc.) about your concerns. Ask them for some objective feedback and suggestions in terms of what you can do. Is there any chance that you are over-reacting? Are there any other factors that may be contributing to the situation? Are others having the same experience? What has been done to try to change this in the past? How are others being affected? (Note: This is not an effort to minimize what you are experiencing, just a check to be sure your seeing the picture as clearly as possible).
5. Find the ‘people of influence’ (the go-to people who have credibility with the group preferably at all levels) in your organization and start working with them to constructively engage them in helping to create the change that is needed.
6. Become a leader in terms of modeling the type of behaviour you would like to see in your organization. Recognize and be accountable for anything you have done that has contributed to the situation.
7. Look for ways to constructively make your concerns known either to the individuals who are catalysts for the problems or the group if it is a group issue. You may need outside help to do this effectively.
8. Name it for what it is. But recognize that others may not be able or ready to acknowledge your concerns.
9. Find ways to help others succeed – how can creating the kind of workplace you (and others) want help those who are not on board yet, achieve their goals? Make a business case to them for change because as long as what they are doing is being rewarded, why would they change? And as human beings, we can only change ourselves so why would they try to change if they don’t see a good reason to do it? This is the WIIFM principle (What’s in it for me?) at work.
10. Keep smiling – Nobody can ruin your day without your permission. Rome wasn’t built in a day but it wasn’t built by doing nothing either!
If you are the manager or employer in a situation where there is toxicity, then in addition to the suggestions above, you could:
11. Call a staff meeting and engage people in discussing what type of workplace they want. (we can give you some simple but effective tools to facilitate that conversation - give us a call).
12. Model the type of behaviour you want to see. If you aren’t sure how to do it, take a course, get a mentor, ask for support… but recognize that you are the DJ of the dance in your team.
13. Consult with HR on how to counsel those whose behaviour does not meet your standards on their choices and support them to make changes by holding them accountable and if necessary imposing reasonable consequences.
14. Find ways of framing what you want to see happen in terms of helping them be more successful – if they are engaged in seeing the change as beneficial to them, it is more likely to happen (and to stick!).
15. Recognize those who are constructive contributors to a healthy workplace and stop rewarding in any way, the toxic behaviour.
16. Measure and monitor the change and when you have reached your goals – celebrate!
Ruth Sirman is a veteran in the world of workplace mediation specializing in assisting groups to find practical and workable solutions to seemingly intractable conflicts. Her professional practice takes her across North America working with federal, provincial and territorial governments, corporations, NGO’s, churches, communities and the courts. She designed and teaches the acclaimed Power to Resolve Program including modules on Discovering Your Resolution Quotient, I’m OK – It’s Everyone Else Who Needs Help!!, Mastering Difficult Situations and People You Find Challenging, From Discord to Dialogue, Organziational Conflict 911. Her website is www.canmediate.com.
