[Blog 17] Work or Get Fired: Eradicating Toxic Company Culture From The Bosses Down

A solid company culture is crucial in order to sustain employee satisfaction and productivity. A huge problem that aggravates some companies is not about being able to carry out the tasks at hand, but rather, the difficulty to execute them due to reasons such as office politics and a toxic environment that swamps the unit down. When a company culture is broken, other factors like obtaining approvals and coordinating projects are compromised, making it hard for the company to move forward.

While it is critical to let employees have some autonomy, it is also equally important for them to know that a competent figure is steering the ship towards the right direction. When we visualise an idea leader, we picture a figure who inspires others to want to do better and gives due recognition when a job is well done; not someone whose negligence and lack of concern spills bad energy in the workplace at the expense of the company’s culture. An aspect of a leader’s job is to make big decisions for the team which is exactly why they are being paid a higher salary than their subordinates. Leaders who are fearful of accepting responsibilities and taking accountability for the outcome of their actions will be viewed as nothing but ineffectual.

Acknowledging The Problem
The first step to recovery is accepting that you are in trouble. Many leaders wait too long to resolve the predicament at their workplace simply because they fail to admit that the company is engulfed in toxicity. With that being said, making a significant change isn’t as simple as changing some policies or demoting an employee. Overcoming cognitive hurdles require you to begin with people who have most influence in the company—have them committed to the change you aspire to see or take them out of the picture entirely.

Taking Action
There is no point when the problem is merely addressed and lectured about. Some effort must be put into redistributing resources (e.g. removing/pushing personnel from/towards specific areas) to catapult change and impose an impact. Many leaders tend to lose touch of what’s happening underneath them so it might help to find ways to get first hand experience of the plights employees go through in order to formulate effective strategies for change.

It’s time struggling leaders take the time to examine their company a little closer and form a culture built on hope, rather than disillusionment. If, however, they just aren’t a fit to helm the company, perhaps it’s just be best they leave for ‘greener pastures’.

For more information on how to cultivate a positive workplace culture at your company, contact HRguru today!