4 Common Signs of a Toxic Work Environment
“This place is toxic!” In recent months, I’ve been reading articles and seeing posts on social media about this topic. It seems to me that the meaning of the word has become so blurred that it’s important to pause for a moment and anchor what the word actually means. Why? Because toxicity is more complex than it might seem at first glance. In one environment, a certain behavior might be considered inappropriate, while in another, it is highly functional and desirable. Every workplace has its tough periods, every team goes through a crisis now and then, and every company has its ups and downs. But that doesn’t mean it’s toxic work environment. We can’t just condemn and label everything so sweepingly.
Academic literature defines a toxic work environment as one characterized by narcissistic behavior, harassment, bullying, exclusion from the group, abusive supervision, and persistent interpersonal conflicts, leading to high levels of stress, burnout, and psychological strain. Negative behavior and an unhealthy setup become a common and long-term standard, and this has specific impacts on people’s health, satisfaction, and performance. An analysis by MIT Sloan, for example, shows that a toxic corporate culture is up to ten times stronger a predictor of attrition than salary (Sull, Sull & Zweig, 2022).
Below are four common signs of a truly toxic work environment, backed by research and experience from various types of workplaces, from offices to workshops and production floors.
1) Rudeness and Humiliation Are Commonplace
Ridicule, being ignored, shouting, or demeaning comments all accumulate and weaken trust within a team. Research confirms that so-called workplace incivility and abusive supervision increase stress, and reduce satisfaction and job performance (Schilpzand, De Pater & Erez, 2016; Zhang & Liao, 2015), and have a devastating long-term effect. If such behavior is common in the workplace and no one addresses it, or it is even encouraged, it’s a signal that I probably won’t thrive in such an environment and won’t go home satisfied. Healthy collaboration is built on trust, on the feeling that I can openly express my opinion, point out a mistake, or admit uncertainty without fear of ridicule or retaliation. When fear pervades an environment, people stay silent, problems go unsolved, and innovation has no chance. Amy Edmondson of Harvard describes psychological safety as a shared belief that the team is a safe place for interpersonal risk-taking (Edmondson, 2019). The WHO warns that its absence increases psychosocial burden and the risk of mental health issues (WHO, 2022). If people openly say, “it’s better to say nothing, it would be used against us anyway,” it’s a warning sign.
2) Exclusion and Ignoring
Shouting or open conflicts are far from the worst manifestation of toxic work environment. The so-called silent treatment is also very hurtful. Imagine long-term ignoring, being left out of information or meetings, having your work and opinions overlooked, your work not being appreciated, being passed over for promotion, or, for instance, your team not inviting you to an after-work activity (regardless of whether you would go or not). Research shows that such ostracizing behavior causes a “social pain” similar to physical injury. When people repeatedly experience being “out” or that they “don’t matter,” it is a clear indicator of an unhealthy environment. Moreover, meta-analyses confirm that this phenomenon increases stress, reduces job satisfaction, and increases the likelihood that people will look for happiness elsewhere (Howard, Cogswell & Smith, 2020; Williams, 2007).
3) Ambiguity Everywhere You Look
An evergreen of toxicity is the gray areas of ambiguity: typically in the form of vaguely defined responsibilities, where it’s not clear who is responsible for what and to what extent, creating space for unmet expectations and vague task assignments. Manipulative managers deliberately create such gray zones because, in uncertainty and ambiguity, they can bend others to their will, giving them more power than they would have in a transparent and fair environment. Combined with humiliation or aggression, the pressure on the employee multiplies; people are afraid to make mistakes, they are stressed about whether they will manage the task well this time or if someone will ride them again.
4) Complaints Simply… Fizzle Out
The last and unfortunately also common sign is that problems are not addressed or, even worse, are “swept under the rug.” People have no confidence that their voice will be heard, or they fear retaliation. Whether it’s resignation, frustration, or fear at play, the impact on motivation is devastating. Where there are no clear and fair procedures for reporting bullying, harassment, or unethical behavior, it’s hard to find the willingness to come up with new ideas, go beyond one’s duties, or have the courage to open up unpleasant but important topics. If a company denies or trivializes problems, it creates a vicious cycle of distrust and turnover. Who would want to work in such an environment, right?
If you experience any of the above at work, it’s not okay! And it’s definitely not your fault. Can something be done about it? Yes, but…
Use all the options your organization offers to report toxic behavior. Ideally, start with those that are anonymous, such as various surveys or questionnaires, the opportunity to give feedback, or use an ombudsman. The second step would be to talk to people you trust; two heads are better than one, and perhaps together you will figure out what could be done differently. If your team works well within the context of the whole company and you are happy in it, and you get along with your colleagues, then it’s time to be honest with yourself and ask whether you are willing to live with the toxic aspects of the environment and replenish the energy it drains from you elsewhere. The third step is to talk to superiors/management and use formal channels, like a complaint to HR. But this means being prepared for potential conflicts, having enough courage, and if you don’t have formal power, being prepared that you might face repercussions. It is completely understandable if you choose to walk away instead because everyone has the right to work in an environment where they can feel safe and dignified. It’s easy to give advice from behind a keyboard not to give up, but the reality is often much harsher. Quite frankly, changing a culture from the bottom up is a Herculean task.
From the bottom of my heart, I wish for all of us that we encounter toxic behaviors as little as possible.
