7 Toxic Workplace Behaviors and How to Address Them

A negative work environment can damage employees’ morale and productivity, bring about stress or even burnout, and increase turnover. The effects of this phenomenon can be costly, so it’s essential to recognize the signs of a toxic workplace and understand how to combat these toxic workplace behaviors.

iHire’s first-ever Toxic Workplace Trends Report features the survey results from 1,781 workers and 504 employers across 57 industries. It provides fascinating insights into what makes a workplace toxic, according to employees, and how such an environment affects employee turnover. It also sheds light on what employers think about the subject, and how to deal with a toxic workplace. 

Read on to review the survey results, toxic workplace culture examples, and ways to correct them.

1. Poor Leadership/Management (78.7%)

The No. 1 sign the surveyed employees cited as contributing to their toxic workplace experience was poor leadership or management. When we asked respondents why they believed their workplace was poorly led, they broke this down even further.

Examples:

• Lack of accountability for leadership’s actions
• Favoritism or biased treatment toward employees
• Unethical behaviors or practices
• Negative employer-employee relationships
• Micromanagement
• Unclear or unreasonable expectations for employees
• Lack of vision/direction for the company
• Lack of leadership training
• Lack of change management

How to Address This

To fix a negative work environment, take a multipronged approach to addressing poor leadership:

• Establish accountability: You can do this through regular performance reviews for managers, 360-degree feedback, and clear consequences for unethical or biased behavior. 
• Train your leaders: Focus on communication skills, emotional intelligence, and ethical decision-making. 
• Facilitate communication: Open communication channels, like regular town halls or anonymous feedback surveys, can help identify issues and allow employees to voice their concerns. 
• Stick to a strategy: Communicate a clear vision and strategy throughout the organization so everyone understands their role and how they contribute to the overall goals.

2. Poor Communication (69.8%)

Poor communication leads to confusion, mistrust, and inefficiency. When executives, teams, and individuals don’t communicate clearly and transparently, employees feel uninformed and undervalued.

Examples:

• Mixed messages or inconsistent communication
• Lack of transparency
• Lack of constructive feedback
• Constantly changing plans/strategies without informing employees
• Failure to listen to or act on feedback

How to Address This

Improving your communication doesn’t have to be complicated:

• Establish clear communication methods: This includes regular team meetings, companywide updates, and readily accessible information hubs (such as intranets). 
• Prioritize transparency: Share relevant information about the company’s performance and decisions. 
• Give constructive feedback: Focus on specific behaviors and offer suggestions for improvement. 
• Listen actively: Train leaders to empathetically listen to employees’ concerns and act on their feedback.
• Conduct stay interviews: These can substantially increase employee retention. 

3. Unfair Treatment of Employees (67.5%)

Unfair treatment, which erodes trust and creates resentment among employees, can manifest in various forms.

Examples:

• Favoritism or bias toward certain employees
• Unequal opportunities for promotions/professional growth
• Discrimination based on various factors, such as race, gender, or age
• Pay inequities
• Lack of consequences for poor behavior
• Unequal workloads
• Lack of respect for employees

How to Address This

Addressing unfair treatment requires a commitment to equity and fairness at all levels of the organization:

• Standardize objectivity: Implement unbiased criteria for promotions, pay raises, and performance evaluations. 
• Require training: Diversity and inclusion training can highlight unconscious biases and promote a more inclusive workplace culture. 
• Enforce the rules: Impose zero-tolerance discrimination and harassment policies.
• Conduct pay equity audits: These can identify any gender-based, race-based, or other pay gaps. 
• Foster a culture of respect: All employees should feel valued and heard.

4. High Stress Levels/Burnout (65.1%)

Chronic stress and burnout can devastate employees’ health and well-being. Toxic workplace behaviors often contribute to these issues.

Examples:

• Unmanageable workloads
• Lack of support for a healthy work/life balance
• Unrealistic deadlines
• Lack of paid time off or the inability to use it
• Increased workloads without increased pay
• Forced overtime
• Fear of job loss
• Understaffing

How to Address This

Preventing burnout requires a commitment to change for the better:

• Be realistic: Managers should work with employees to make sure workloads are reasonable and deadlines are achievable.
• Value wellness: Promote work-life balance and encourage employees to use their paid time off. 
• Render help: Provide wellness programs, stress management resources, and mental health support. 
• Address understaffing: This can significantly reduce workload stress.

5. Lack of Support for Employees (64.2%)

Employees flourish when they feel supported and valued. A lack of support can lead to demotivation and resentment.

Examples:

• Lack of recognition or appreciation
• Little or no support for mental health or well-being
• Lack of professional development opportunities
• Lack of the resources or tools necessary to perform duties effectively
• Not listening to employee feedback
• No opportunities for pay raises
• Unpaid training requirements
• Unrealistic expectations

How to Address This

Providing adequate support can make a huge difference: 

• Appreciate employees: Regular feedback and recognition can boost employees’ engagement, morale, and motivation.
• Train and mentor employees: Offer professional development opportunities for potential career advancement. 
• Listen actively: Pay attention to employees’ feedback to show that you value their opinions.
• Regularly review pay: Provide opportunities for raises to demonstrate your appreciation and retain your talent.

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6. Negative Company Culture (60.0%)

Company culture sets the tone for the workplace. Negativity can permeate every aspect of the employee experience, decreasing employees’ satisfaction and productivity.

Examples:

• Focusing on blame rather than solutions
• Poor collaboration
• Employees’ fear of sharing their opinions
• Frequent acceptance of unethical practices or dishonesty
• Laziness
• Discrimination
• Favoritism
• No focus on maintaining a positive workplace culture
• Unkept promises

How to Address This

Cultivating a positive work environment requires a commitment from leadership and active participation from employees:

• Stop placing blame: Shift the focus from blame to problem-solving to encourage a more collaborative, supportive workplace. 
• Communicate openly: Create a safe environment for employees to share their opinions without fear of reprisal. 
• Expect ethical behavior: Also, consider rewarding those who behave ethically. 
• Nurture positivity: Celebrate successes, encourage teamwork, and keep your promises.

7. Conflict/Hostility (58.8%)

Conflicts are inevitable in any workplace, but when they escalate into hostility, they can create a toxic situation.

Examples:

• Passive-aggressive behavior
• Gossip, cliques, or exclusionary behavior
• Bullying or harassment by employees or managers
• Lack of effective conflict resolution
• Frequent arguments among employees or teams
• Verbal abuse
• Sexual harassment
• Ignoring issues

How to Address This

Managing conflicts requires a proactive approach to maintaining a respectful, inclusive workplace: 

• Provide training: Conflict resolution training can teach managers and employees to handle disagreements constructively. 
• Implement policies: Don’t tolerate bullying, harassment, or discrimination. 
• Be a safe space: Employees should feel comfortable reporting a conflict without fear of retaliation. 
• Investigate complaints: Conduct thorough investigations of all complaints.

Avoid Common Toxic Workplace Traps

Recognizing the signs of a toxic workplace is the first step toward creating a healthier and more productive environment. By proactively addressing these issues and fostering a culture of respect, communication, and support, you can avoid the costly consequences of toxic workplace behaviors.

For more valuable tips, read the full toxic workplaces report and visit iHire’s Resource Center for Employers for additional guidance.