What to Do If Your Workplace Is Toxic

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What to do if your workplace is toxic

By Lisa Lockhart, MHA, MSN, RN, NE-BC

Q: What’s a toxic workplace Poor leadership is at the forefront of a culture? toxic culture. Poorly prepared or trained A: We’ve all heard references to “toxic leaders possess “skilled incompetence.” culture” when discussing an unfavorable Either consciously or unconsciously, place to work, but what exactly does this those who follow the mantra “do as I say, mean? It simply means unhealthy. A not as I do” exhibit a narcissist approach toxic culture is one that prevents to leadership. In this case, we see that growth—individually, professionally, decisions are made without consulting and organizationally. the people who do the work and without According to Forbes, there are ﬁ ve signs actual understanding of what it takes to to look for: narcissists at the top, commis- perform the work required. This is one of erating employees, lack of transparency, the biggest drivers of the inevitable turn- a changing rulebook, and the place (peo- over that occurs in a toxic environment. ple) is literally sick. The latter refers to High leader visibility; rounding with pur- employees frequently calling in sick or pose; staff-led committees; and open, working while sick and frequent turnover. trusting dialog are the ways to manage Although many articles are related to this issue.

Empowerment, communication, and visibility are the keys to a healthy work environment.

nonhealthcare businesses, the warning Unprofessionalism, which may be signs are similar and the results, the same: displayed as low engagement, poor com- high turnover, low satisfaction, and poor munication, gossip, rumor mongering, outcomes. discrimination, and favoritism (real or For nurse leaders, watch for these 10 imagined), is also rampant in toxic cul- signs of a toxic culture: tures. Communication of the mission, • top-down leadership vision, and strategic plan are crucial • an inequitable system of reward and when addressing this. The communica- recognition tion must be direct, transparent, and fre- • abuse of position and power quent. In townhalls, newsletters, and • lack of respect open forums, respectful, interactive, and • unmotivated and disengaged staff mutually appreciative communication is • tolerance for antisocial behavior vital. Professionalism must be shown by • poor mentoring and coaching example and addressed as a minimum • lack of honest transparency in commu- expectation in the culture. nication An organization that utilizes a top- • no value placed on work-life balance down hierarchy instead of a more collab- and personal needs orative, horizontal approach creates an • reactivity not proactivity. environment in which trust becomes an

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Copyright © 2018 Wolters Kluwer Health, Inc. All rights reserved. issue. This lends itself to the next area of work environments, employee involve- concern: abuse of power. Here, leaders see ment in decision-making is also needed themselves as the ultimate authority and for success. Empowerment, communica- employees as expendable. When leaders tion, and visibility are the keys to a fail to address bullying, harassment, healthy work environment. ■ destructive gossip, retaliation, and intimi- dation, it sets an overall negative tone and REFERENCES organizational culture. Aries E. 5 signs you’re in a toxic workplace. www.forbes. Leadership tips to combat this include com/sites/emiliearies/2017/03/07/5-signs-youre-in-a- toxic-workplace. recognition, ﬁ rst and foremost, and listen- Porter-O’Grady T, Malloch K. Quantum Leadership: ing, engaging, interacting, rounding, and Creating Sustainable Value in Healthcare. 5th ed. Burlington, sitting one-on-one with employees. What MA: Jones & Bartlett; 2018. are staff members feeling? Take concerns Sherman RO. Signs of a toxic culture. www.emerging seriously and remember to listen to under- rnleader.com/signs-toxic-culture. Zhu P. Five characteristics of a toxic workplace. http:// stand. Educate staff members at all levels futureofcio.blogspot.com/2013/03/ﬁ ve-characteristics-of- regarding zero tolerance for antisocial toxic-workplace.html. behavior and retaliation. Lead by example, Lisa Lockhart is the Emergency Services Director at KentuckyOne creating a healthy work environment and Health, Saint Joseph Health System, in Lexington, Ky., and a a just culture that engages staff at the Nursing made Incredibly Easy! Editorial Board Member. point of care, not just top-down directives. The author has disclosed no financial relationships related to this article. Just as leaders must understand how to promote healthy, creative, and supportive DOI-10.1097/01.NME.0000546257.61537.14

www.NursingMadeIncrediblyEasy.com November/December 2018 Nursing made Incredibly Easy! 55