1. In your professional opinion, what are the most common characteristics of a toxic workplace, and how can individuals differentiate between temporary dysfunction and deep-rooted, systemic toxicity?
A toxic workplace is characterized by extreme worker mistreatment, which can take many forms. On the one hand, the abuse can be psychological, and consist of bosses who are engaging in name-calling, bullying, taking credit for others’ ideas, socially excluding people, or threatening to fire someone for minor mistakes. However, abuse can also include occupational health and safety violations such as failing to provide appropriate safety training or equipment, or wage theft – when the organization illegally underpays someone for the work they have done.
At first it can be difficult to tell if a difficult workplace is truly toxic or if unfair treatment is an isolated incident. However, if the abuse is facilitated by an HR system (e.g., if the payroll system is set up to not pay you properly for overtime), is caused by several people, or no action is taken when you complain then the abuse is systemic.
2. With the rise of remote and hybrid work, how have workplace cultures been impacted, particularly regarding the emergence or concealment of toxic dynamics?
Some employees prefer to work from home because it helps them to avoid toxic coworkers.
However, bullying can still happen online. Also, when workers are expected to answer emails and interact with colleagues at all hours there is a weaker separation between work and home. Workplace mistreatment can feel even worse when you work from home, because home is no longer a “safe haven”.
3. Many individuals who find themselves victimized by toxic workplace environments often turn to internal policies for guidance on available recourses. However, the spirit of these policies can sometimes
People sometimes say that “HR is not your friend”. That’s true. It is more reasonable to see HR as an extension of the organization. It can be a useful source of information, it can sometimes intercede on your behalf, and sometimes it is the problem.
Every worker should familiarize themselves with the Employment Standards Act, which lays out all the rights and protections that workers have. These employment standards supersede any internal policies or practices that any company has. If your company is violating the Employment Standards Act, you can let the staff at the Ministry of Labour know and they can guide you through the process. Sometimes, workers are worried that the company will retaliate against them for reporting a problem, but retaliation is also considered a violation of the employment standards.
4. What are the potential health implications for individuals who endure toxic work environments, both in the short and long term?
We can distinguish between two common types of workplace stressors: challenge stressors and hindrance stressors. A challenge stressor is something that is difficult but also feels rewarding – something like learning a new skill or completing a very complicated task. Hindrance stressors can be energizing and are often what people are talking about when they tell you that “stress doesn’t bother me” or “I do my best work under stress”.
A hindrance stressor feels very different. Hindrance stressors make you feel frustrated and annoyed because they are preventing you from doing what you want to do. Toxic workplaces are hindrance stressors. The mistreatment itself is troubling, but the fact that it is preventing you from getting your work done makes it even more stressful.
Stressors like toxic workplaces have many short-term effects on workers’ health, such as anxiety, sleep disruptions, and higher blood pressure. They also reduce work performance and lead to workers being more likely to leave the organization.
5. Do you have any additional advice or insights for those who may be experiencing the harmful effects of toxic workplaces, and how can they begin to regain a sense of control and well-being?
One of the more insidious problems of working in a toxic environment is how it can affect a worker’s sense of what is normal. After constant abuse or mistreatment, workers can lose their confidence and become even less likely to act to protect themselves.
Ideally, workers who are mistreated would quit and find a new (and better) job as soon as possible. However, many workers are reluctant to leave one job before a new one has been found, and high unemployment rates can make this process lengthy and difficult.
So before quitting, it is worthwhile to figure out if the toxicity in your workplace is chronic or acute. If the abuse is caused by just one person – even a manager - then you can sometimes speak up and have their behavior addressed. Document everything they are doing, in the most unemotional and objective way you can, noting times, places, what happened, and any witnesses. Keep this documentation at home or on your own device. The best person to speak with is the person who can take action. Usually this will be the manager one level above the person who is causing the problem. If your company has an HR department, sometimes they can help.
Thank you for this. I needed to hear this.
ReplyDeleteWhen I first worked in an office, HR was there only to give advice to management. Often, we did not even take their advice. Suddenly, HR became very powerful. HR will often talk to victims in confidence and then blab it to management. HR IS NOT your friend,. for sure.
ReplyDelete