All workplaces have some challenges and negative characteristics, so it can be difficult to determine if your workplace has a normal amount of challenges, is seriously dysfunctional, or possibly really toxic. Here are five signs that will help you determine the degree to which your work environment may be dangerous to your mental health.
1. Unhealthy Communication Patterns
An initial sign of a dysfunctional, toxic workplace is that there are significant problems in communication, and often across multiple areas—between employees and their supervisors, from management to supervisors, across departments, with suppliers, and even with customers.
Good leaders need to be able to vary their leadership style and move between the styles mentioned here in response to the prevailing situation. These styles used in combination should enable a far more effective leadership that delivers tangible improvements in team performance, but relies upon the judgement of the leader in selecting the most appropriate style.
Short-sighted leaders love giving feedback, but seldom seek it. When was the last time you said, “I’d like your feedback.” Leaders don’t invite feedback because they don’t want it. You may say you don’t have time. But, it's strange how you make time to give feedback, but not invite it? The pursuit of feedback enhances all other leadership…
Despite the popularity of Maslow’s Hierarchy, there is not much recent data to support it. Contemporary science — specifically Dr. Edward Deci, hundreds of Self-Determination Theory researchers, and thousands of studies — instead points to three universal psychological needs. If you really want to advantage of this new science – rather than focusing on a pyramid of needs – you should focus on: autonomy, relatedness, and competence.
Some employers tend to underestimate the effect of their words and expressions on the morale of their workers. The truth is that what managers say and how they say it impacts employee engagement and loyalty, to the point when the supervisor's comments become the prime motive for leaving the company. Here are some examples of things responsible employers should never say to their workers.
Anyone who’s celebrated a significant work anniversary knows just how a company can change over the years—who has a seat at the table, what customers expect, the most coveted skills. But there’s just as much that stays the same: what your brand stands for, the shared lexicon, your unique culture. We use the term organizational DNA as a metaphor for the underlying organizational and cultural design factors that define an organization’s personality and determine whether it is strong or weak in executing strategy.
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