Although it is impossible to be happy all the time, there are instances when a toxic workplace hinders your ability to be successful and flourish.
One key indicator of a bad environment is being placed in unethical situations, such as being asked to cheat, cause harm or work for a company whose values sharply contradict your own.
Toxic workplaces also often harbor a pervasive culture of fear, negativity, unrealistic expectations and a lack of support.
If you believe you’re in such an environment, try discussing your feelings and concerns with leadership, and be sure to provide specific examples. These types of cultures can stem from poor communication, so shedding light on your experiences and feelings through conversation may help initiate positive changes.
Be sure, however, to approach it the correct way. For example:
- Choose the right time and place. Request a private meeting when both you and the leaders are less likely to feel rushed, distracted or overly emotional.
- Open with your positive intent. You might start with, “I value being part of this team and I am committed to our success.’’
- Outline specific examples of your experiences and offer solutions. Be careful to avoid emotional or absolute language like, “It’s not fair” or “You always ….” While those feelings may be valid, this language can escalate emotions rather than encourage understanding. Instead, offer examples and solutions in a neutral manner using “I” language. This helps to reduce high emotion and focuses on your own experiences rather than generalizing. “Lately, I’ve felt…” is a good opener, for example.
- Ask leadership for input. This can be as simple as saying, “I’m interested to hear your thoughts on the situation.”
While there is no certainty in how the leaders might respond, remaining neutral, constructive and solutions-focused helps to paint you as someone who is positive and committed to the organization’s success, which may pave the way for positive change.
If, despite your good-faith efforts to communicate your concerns, you find that approaching leadership results in resistance, denial or a sense that your voice is being ignored, it could be time to move on.