A psychologist from Manhattan Mental Health Counseling has set out 10 indicators that HR can monitor to help them avoid the perils of a toxic work culture.
A study by the American Psychological Association in 2023 found that nearly a fifth (19 percent) of people said that their workplace is very or somewhat toxic, while 75 percent of people said their work affects their mental health.
The research also found that people who identified their workplace as toxic were more likely to experience stress, depression, and anxiety compared to employees who reported that their workplace was healthy.
Manhattan Mental Health Counseling psychologist Steven Buchwald said: “The rise of toxic workplaces can be attributed to a few potential causes.
“A workplace’s culture can promote those who engage in toxic behaviour, leading to poor leadership. An institutional failure to prevent mental or emotional harm to employees is a common issue, as well.”
He emphasised that a main factor in toxic workplaces can be a lack of regard for work-life balance at leadership level. “No matter how much people love their job, if they do not have the time to disconnect from it, it will hurt their mental health and those in their immediate circle too.”
Buchwald added: “Sadly, it’s very difficult for an individual to affect a toxic workplace for the better, especially if they don’t have any control over the company culture.
“Learning to better recognise and avoid it is often the healthiest strategy. That people aren’t aware of toxicity in the workplace until it’s too late is a major problem.”
Buchwald identified the following as indicators of a toxic workplace:
1. Few healthy boundaries
Workplaces will clearly state that they expect you to have few boundaries, such as expecting you to work nights, stay late in the office, and respond to messages at any time, even on weekends.
2. Poor communication
Workplaces that have poor communication also tend to have poor problem-recognition and problem-solving abilities. A workplace that fails to communicate promptly during the hiring process may behave in the same way once someone has been hired.
3. An excessive interview processes
Endless interviews and changes to the interview schedule or questions that feel designed to ‘trick’ the interviewee can highlight some bad attitudes towards workers.
4. Disengagement and negativity
The signs of poor employee morale are not only a sign of a workplace that does not value its employees, but they are a direct contributor to toxicity, as well. Negative behaviours form a cycle, influencing how others see their work.
5. Fear of making mistakes
If people are afraid to make mistakes, and will do anything to push away responsibility, it can leave employees paralysed and unable to step out of their comfort zones, which constrains the whole team.
6. High staff turnover
There are many potential causes for high turnover, but if it’s combined with any of the other signs mentioned here then it is likely to be due to workplace toxicity.
7. An exclusionary environment
Clique-based work environments and informal social hierarchies (such as ‘queen/king bee’ types) are indicators of highly unprofessional behaviour being allowed to run rampant.
8. Favouritism
Any workplace that sees certain employees getting preferential treatment, such as promotions, special assignments, and other benefits for reasons other than merit can foster resentment, creating an adversarial relationship between co-workers.
9. No implementation of feedback
A lot of workplaces ask for feedback, but if yours seems to rarely, if ever, implement it, then what can start as small problems can very easily become part of a long-term toxic culture.
10. A tense work environment
The signs of a toxic environment are not always easy to spot. However, signs of widespread intimidation, tension, or fear can include non-verbal cues like silence, passive-aggressive gestures, and generally timid body language can highlight broader problems.
Buchwald said: “Finding yourself in a toxic job is a tough position for any worker. You can attempt to get through it by setting boundaries, staying positive, and focusing on what you can control, like how you interact with your fellow workers.
“However, the risk of emotional harm as a result of being in such a place is often not worth trying to bear. Instead, it’s usually better to start planning your exit, if possible.”
