3 Signs to Immediately Recognize a Toxic Workplace

Have you ever worked in a toxic organization? It’s quite possible that you have, and there’s a high probability that you’re currently working with someone you consider toxic.

Toxicity in the workplace is like a contagious virus, which can affect everyone around. Unfortunately, it’s easy to catch the infection and start acting in ways that mimic the very behaviors that are causing frustration, anger, and/or depression.

According to some studies, toxic workplaces cost U.S. employers more than $20 billion annually in the form of absenteeism, healthcare expenses, lost productivity, and other related factors.

Based on workplace research and client data, three examples of toxic work environments stand out.

1. Excessive gossip

Workplace gossip is a common occurrence, and you’ve likely participated in it at some point. Gossiping about non-work matters is one thing, but when small circles of people excessively gossip at work about their managers, co-workers, decision-making, or the work environment, it can be detrimental to both the people involved and the organization as a whole. Here are a few examples of the consequences of workplace gossip:

• Lost productivity and wasted time.
• Divisiveness grows among employees forced to take sides. As a result, morale and trust are eroded.
• Rumors lead to an increase in anxiety, as people don’t have a clear indication of what’s true.
• Loyal employees and top performers may leave when gossip destroys the culture.

2. Micromanagement

This one is clear and keeps coming up in my client engagement surveys. Toxic workplaces are commonly tied to the dysfunctional micromanagers responsible for creating them. For one, there are too many levels of approval to get things done expediently and efficiently and a singular focus on micromanaging employees where trust is absent. As a result, people are considered objects or expenses rather than assets, and there is little concern for their needs or well-being. As you can imagine, such managers will face high levels of turnover and absenteeism, while their employees will often burn out and move on.

3. Narcissistic co-workers

Narcissistic personalities believe that they’re superior to others and have little regard for other people’s feelings. And a narcissistic co-worker could potentially be damaging to your career. For example: 

• They tend to dominate conversations and interrupt others during meetings, presentations, phone conferences, and email discussions, making it difficult for others to contribute or express their opinions. They tend to hoard the conversation and are often referred to as conversation hoarders and interrupters.
• They are spotlight hoggers, constantly wanting to appear important, with a blown-up and exaggerated sense of themselves.
• They tend to put others down. They like to make themselves as powerful and influential as possible.   
• They exhibit self-centered behavior and disregard others’ interests, hindering a positive and adaptable culture.

Dealing with a toxic workplace

When dealing with gossipers, a responsible leadership team must take swift action to prevent the spread of rumors. If left unchecked, gossip can quickly spiral out of control, causing harm to the company’s values and culture. It is every leader’s duty to ensure the emotional and physical safety of their employees, particularly those who are loyal to the organization.

As far as handling narcissists goes, don’t challenge them, which will work to their advantage and only bring you more grief and stress at work. If you can no longer bear the treatment of their attacks in silence, transferring to a different department or looking for another job is your best bet.

Robert Sutton, an esteemed professor at Stanford University and author of the book The Asshole Survival Guide: How to Deal With People Who Treat You Like Dirt, has offered several tips for dealing with bullies and unpleasant individuals in the workplace. Some of these are based on common sense, such as moving to a different department or keeping a distance of at least 100 feet from the toxic person. Others may seem a bit unusual, such as pretending to be a doctor or expert studying the behavior of your toxic colleagues in order to minimize the negative impact of the situation on yourself.

But one strategy that Sutton is keen on is to understand the game and the players in order to set up a good offense and defense. Sutton says, “Your chance of winning [goes] up when you understand the power structure and dynamics, document the bullying, and gain allies.”

Finally, document everything, especially proof of your work product. Preserve all toxic emails and other communications and get witness statements from your co-workers whenever possible.

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