Starting a new job is exciting, and most people experience a honeymoon phase. But there may be red flags, and as you settle in, it’s possible you’ll notice that the culture is not what you expected. One of the worst realizations is that you have unwittingly joined an organization that is toxic. Here are signs of a toxic workplace:
Related: How to Be a Good Manager
Communication Style
- Lack of communication: Failure to communicate, communicate clearly, or share information can be signs of toxicity. They may also be evidence of disorganization. In a toxic environment, people intentionally withhold information to retain power and disenfranchise others. If you’re not getting the information you need to do your job or make informed decisions, then something is wrong.
- Passive-aggressive style: In my first week at one company, several leaders stopped by my office to warn me that the company was known for being passive-aggressive. My stomach dropped because that’s a hot button for me. It’s characterized by people being nice or agreeable face to face, then sharing their discontent behind people’s backs. Passive-aggressiveness leads to unresolved conflict and a lack of feedback, resulting in stress and uncertainty.
- Different rules for different people: This is the worst! Senior leaders, people in the majority, or high-performing “divas” get away with anything while others are held accountable for the smallest mistakes. Bad behavior is often explained away. “That’s just Patrick. He’s always been that way; he doesn’t mean it.”
Toxic Coworkers
- Cliques: There are ingroups and outgroups, and people stick to themselves – maybe by department or tenured vs. new-comer. It feels like you’re back in high school, trying to fit in with the cool kids. Remember, healthy cultures are welcoming and value everyone equally.
- Gossip: Do people talk about each other rather than to each other? Do you pick up on what not to do when coworkers criticize or put others down? Gossip is unhealthy and is a sign of infighting, jealousy, and mistrust.
- Exclusion: I worked at a company where I was excluded from leadership meetings. When I asked the CEO about it, he hinted that I wanted to be part of a special, elite team he had formed. I told him I simply wanted to be in the room where decisions were being made about my role. He refused, and shortly after, I handed in my resignation.
Related: Mediating Employee Conflict
Personnel Problems
- Unmotivated employees: When you’re focused and doing your best to achieve your goals, it’s frustrating to see others phoning it in. While it’s not uncommon in a large organization that there are a few people who are struggling or lack motivation, they should be the exception. If you’re surrounded by demotivated or unhappy colleagues, something is wrong.
- High turnover: Are attrition numbers high? Do you get to know a colleague only to find out that they’re about to give notice? Every industry has turnover, but employees who are treated well and have meaningful, challenging roles will stick around. If people are fleeing, there’s a reason why and you’d be wise to find out what it is.
- Little or no learning opportunities: Job growth is key to employee satisfaction and to a company’s success. It can come in many forms – on-the-job learning, stretch assignments, internal training, or outside workshops. A good organization invests in its people.
Leadership Style
- Micromanaging: Being managed too closely is one of my pet peeves. I understand that managers need to check in and make sure people are meeting expectations. But telling you what to do, when, and how, without any room to be creative or learn from your mistakes, is a no-go.
- Leaders who engage in bullying: Here’s what it looks like – yelling, finger-pointing, blaming, and belittling. These behaviors have no place in a professional environment. They don’t help people learn, and they don’t create accountability. Bullying should not be tolerated.
- Managers who take pride in being difficult: I once worked for a company where Dealing with Ambiguity was a value. Some leaders would even take it a step further, creating ambiguity. Some only know how to “add value” by criticizing. It’s much better to work for someone whose goal is to challenge and support you in a respectful way.
Related: Coaching Leadership Styles
Disconnection Between Values and Operations
- Employees don’t know company values: It’s likely the company’s mission, vision, and values were part of what attracted you. But you may find that people don’t really live the values and don’t even know what they are. That’s a sign that values have not been taught and are just for show.
- Bosses make decisions because ‘it has always been done that way’: Unwillingness to change, accept new information, and embrace ideas can be a sign of laziness or resistance. Leaders who think they “know best” will soon be surpassed by more innovative competitors.
- Company doesn’t have defined values: If you’re joining a startup, they may not have defined their values yet. But if the company has been around and chosen NOT to work on values, that’s a red flag. They may have poor values or not understand why values are important.
No matter how much research you did, it’s impossible to know everything about working at a place until you’re there. If you see signs that the place is toxic, don’t blame yourself. Decide whether you can still succeed or even tolerate it. If you have the luxury of moving on, it may be time to kick off your next job search.
Do you want to ensure that your workplace isn’t a toxic one? Get in touch with Reverb for your management and leadership development needs!
