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4 steps to take if you have early signs of a toxic culture.

Every business owner has the intention to nurture their business and grow it further. The larger the company, the more risk it can end up with a toxic culture.

Is it that simple?

According to Donald Sull, it Is driving the Great Resignation. Based on the research there are five top Predictors of Attrition During the Great Resignation. The authors analyzed the impact of more than 170 cultural topics on employee attrition in Culture 500 companies from April through September 2021. These topics were the leading predictors.

A toxic culture is 10.4 times more likely to contribute to attrition than compensation.

· Toxic corporate culture 10.4

· Job insecurity and reorganisation 3.5

· High levels of innovation 3.2

· Failure to recognise employee performance 2.9

· Poor response to COVID-19 1.8

We read the news, we know some organisations, which stayed reluctant to reply to employees’ voices, and we could see how it turned out. The trust of customers is broken, the reputation is damaged, and loss is inevitable.

There are 4 first steps managers and businesses can take when they see early signs of a toxic culture within their team:

Listen to your employees.

Every voice should be heard, do not wait until you have so many complaints that you can’t manage them. Some tools to assess it can include employee engagement surveys, team meetings for an open discussion or a Q&A session, and exit interviews. Whatever you choose, your team will see that you have a genuine interest to know what they think and will be more open.

Ask for their suggestions.

Propose your ideas, and create a concrete action plan for improvements. If some of their ideas will not work for a business, let them know about it and explain why. Clear communication is very important and makes miracles.

Make sure that everyone involved in implementing an action plan, is fully on board and believes in the results.

Start engaging them first. Begin from yourself and accept that your culture needs recovery and improvements. Commit to it.

Assess your organisation’s DEI – can you name yourself inclusive?

An individual approach to everyone and structured companies’ policies will help you to build an inclusive environment. Be a trusted ally and lead by example.

If managers are the reasons for a toxic culture, invest in their development and talk to them. They bring the message to teams, and their engagement is important.

If you have any questions about growing managers who will shape a great culture in your team, book a free call. WhizzMind helps managers be the best that their team has ever known.


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