Almost a third of workers leave their jobs due to a toxic workplace culture

Whether it’s down to a toxic boss, gaslighting, or a lack of communication, how your workplace feels really does make a difference.

If your office (virtual or physical) has a rubbish culture, this can lead to burnout, self-doubt, and, ultimately, the decision of many workers to simply leave.

A new bit of research from BreatheHR foound that nearly a third of UK employees are leaving their jobs due to a poor workplace culture.

Perhaps all the reflection that happened amid the pandemic has had an impact on this – this number has risen from 21% in 2020, to 27% in 2021.

All this means is that employers really do need to put in the effort to create a positive, healthy working environment if they want workers to stick around.

With this in mind, Lucinda Pullinger, the global head of HR and talent at Instant Offices, shares a number of signs of a toxic workplace culture:

  • Constant interpersonal conflicts
  • Lack of teamwork and camaraderie
  • Pointing fingers and blaming others when something goes wrong
  • Poor problem-solving as a team
  • Exclusive cliques or social groups
  • Office gossip
  • Work awarded based on personal connections rather than skill
  • Poor communication and lack of clarity around projects
  • Inconsistent communication and mixed messages
  • Unhappy, demotivated workers
  • High turnover rate
  • Stifled/ stagnated career progression
  • Lack of work-life balance

She notes that these are ‘tell-tale signs’ that can be ‘symptoms of a deeper problem with the company culture as a whole’.

How can businesses make their setups better? The Instant Offices team has some recommendations…

Tips for bosses to create a better workplace culture

Lead by example. Bosses should behave the way they want to see workers behave, including being positive, holding yourself accountable, prioritising mental wellbeing, and communicating.

Treat every employee with dignity and respect, regardless of their position or seniority.

Don’t play favourites, scapegoat, or alienate any employee or group of employees.

Make sure all management is properly trained on diversity and inclusivity.

Ensure all employees are properly trained on what constitutes bullying, harassment and discrimination.

Provide training that empowers managers to handle internal conflicts.

Keep communication channels open for mutual feedback between employees and management.

Encourage constructive feedback and create an environment where criticism can be shared without fear of ‘punishment’.

Make sure your employees know that it’s safe to speak up.

Recognise and reward your employees’ efforts.

Promote employees based on skill, not just on likeability.

Foster an environment of open, constructive communication.

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