Toxic Work Culture Is The #1 Factor Driving People To Resign
8 monthsago 0 Comments 403 Views
According to a recent MIT Slogan study, a toxic work culture is the number one reason why many people quit their jobs. Organic marketing platform Conductor analyzed Google searches and found that searches like “toxic work environment” increased by 700% in April alone. Conductors also found searches for “HIPAA violence” in the workplace” increased by 350%, “vibrant workplaces” increased by 190%, and “top places to work in 2022” increased by 500%.
This shows that the thought of job-hopping and quitting is the more choice of the majority of employees. Job hopping isn’t just a Millennial affair, 65% of Gen Z stay in a position for less than a year and they are twice as likely to leave their current job in the next month (13%). Young workers make up the majority of the workforce, but they are tired of working for companies that bring more “toxic” to them than “benefit” brings.
What is Toxic?
Toxic means toxic or unpleasant, harmful to others. ClearForce CEO – Tom Miller said: “In the workplace, toxic takes many forms, which can be anything from bullying or harassment to the Company’s practice of unethical behavior and dishonesty with its employees. And of course, toxic is not just limited to the face-to-face work environment, but remote workers also experience harassment through email, video, and calls or chat applications.
A toxic workplace can also be one that pays low wages, does not recognize or reward outstanding achievements, prioritizes customers over employees, does not allow internal movement, denies employee’s voice, breaches trust, or do not allow employees to rest but work continuously without stopping.
How to prevent
If your business does not have a standard for healthy work culture, it will be easy to get entangled in some cases of a toxic workplace. “There are many ways for a company or leader to turn the tide and focus on a healthy and professional environment to retain their employees and attract new ones,” says Miller. He believes it’s important to confront the problem before it gets bigger and identify any bad actors.
One of the biggest ways to prevent a toxic culture is to increase employee input. An anonymous employee feedback system is a great way to get input from employees about policies you’ve implemented, but it also allows employees to report any misconduct they may have experienced in hearing or seeing in the workplace. This allows employees to give direct, honest feedback to leadership and is how they act to change the culture.
And when you get employee feedback combined with careful observation, make changes. When company policies and regulations change, communicate it to your employees so everyone is aware of the new standards.
How to change
So what if your company commits one or more signs of a toxic culture? “While cultural change doesn’t happen overnight, leaders can leverage technology solutions to get real-time insights and feedback for their organization,” says Miller, prevent problems before they become more complicated and importantly be able to help their employees.
In fact, employee input – whether in the form of whistleblower protection, phone lines or other internal incident reports – is essential. “Having a reporting system in place is the only way to deal with internal issues without interference or prejudice from managers and executives,” Miller added.
In general, companies in a toxic culture either don’t get enough input directly from employees or don’t have a consistent, fair, and equitable reporting process. This inadvertently leads to a host of problems, which include prejudice, discrimination and retaliation.
Nontoxic isn’t good enough
Simply being a non-toxic workplace is not enough, it is neutral. Instead, organizations should strive to build a healthy and positive company culture with leaders who truly listen to customers, employees, and stakeholders. Building such a culture requires effort and compliance. Miller shared that leaders need to continuously improve and aim for a better working environment. They need to initiate change and actively work to put what they say into action.
It is not surprising that employees are looking for new opportunities and want a healthy work environment where personal opinions are respected and heard by colleagues and superiors. Therefore, the Board of Directors needs to carefully consider and act decisively to create an effective, non-toxic environment for employees.
>> View more: Update CV Every 6 Months: Needed or Not?
PRIMUS – TOP MANAGEMENT JOBS ONLY