The 3 Ways A Boss Can Reverse A Toxic Work Culture

New York employment attorneys are busier than ever lately since so many people are finally saying that they’ve had enough of working in a toxic or hostile environment. They feel that they no longer need to put up with being bullied or working for little pay. There was a Great Resignation after Covid hit and employers that have toxic workplaces are struggling to keep employees.

It is better for everybody if you create a culture at work that fosters loyalty where people wish to work. This way you will be able to maintain employee retention. Reversing a toxic environment is not easy and takes time to implement the right policies to make it happen. In this article, we will go over what it takes to do so.

1. Nip things in the bud

Prevention is always the best medicine so making sure that drama and conflict in the office don’t escalate is the best way to keep the environment harmonious. Addressing problems and concerns as they happen is the best way to approach the problem. When conflicts are left to fizzle out on their own the opposite usually happens.

Make sure to have an open door policy between the employees and management. Give them a way to be able to come to their superiors and tell them what is happening and how they feel. If they feel that they are not heard or have the opportunity to speak about their concerns then the problems are left to fester and grow.

When that happens things tend to snowball. The competent people will leave and find a better place to work. Those left behind are either the bullies or the ones that are not able to leave for various reasons. Once there is a tipping point then you’ve already lost the good employees and it will be an uphill battle to recruit others to take their place.

2. Give people a break

When you hire good workers, they can generally work independently and make good decisions on their own. If you micromanage them then this is going to stifle them and lead to dissatisfaction. In fact, micromanaging can often be substituted with bullying as many of the traits are similar.

Not only should they be left to make decisions and then followed up on, but they also need frequent breaks from work. There is not a big debate on forcing employees back into the office or whether to let them continue working from home. If you do need them in the office then giving them a day or two a week to stay home and work will help them release some of the pressures from work.

3. Create a handbook

An employee handbook should be made to keep everybody on the same page. People like to know what to expect, what their roles are, and how things should work.

A handbook is essentially putting into stone how you expect the office to operate. When people are not living up to the standards set forth by the company then you can direct them to the page in the handbook where you illustrate what they should be doing.

Interesting Related Article: “How to Promote a Positive Work Culture When Working Remotely