360Connext recently
revealed that more than one-third of employees do not feel that they have a
strong workplace culture. In other words, a large number of professionals think
that their workplace is toxic.
A toxic working environment has been the bane of productivity and the
health of millions of workers for years. From office gossip to office bullying,
there are numerous victims in this type of setting: businesses experience a
diminished level of productivity, while workers simply don't want to be there.
How-to articles regularly advise employees to take a certain path of action
or make a suggestion to their human resources department. However, it's rare to
find articles that outline what role bosses, managers and supervisors play and
how they can rectify the situation, whether it's racism, bullying or
harassment. Remember that this is a part of a manager's list of
responsibilities.
Here are five ways managers can contain and improve a toxic workplace:
1. Provide Open, Public Corporate Updates
A workplace should never be a clandestine space with surreptitious
supervisors and conniving managers. Instead, it should be a venue where ideas
are shared, work gets done with objectives, and successes or updates are made
clear with the staff. Not every single detail of the company has to be shared
with each employee, but anything from new additions to personnel changes should
be made public. In most cases, a manager can act with his or her better
judgment. As long as the workforce is kept up to date on matters that affect
them, then they'll be satisfied.
2. Offer Regular Feedback to Each Employee
Engagement is crucial in a modern day office setting. With millennials
taking over the labor market, it has been revealed that the newest generation
of professionals wants regular feedback. Therefore, to move forward, you should
give feedback to your employees. This also allows you to get a better
understanding of what is really happening in the office, and makes you aware of
situations such as bullying, inappropriate remarks, sexism, and so on.
3. Avoid Playing Favorites at the Office
You may share some things in common with certain members of your staff, or
you may feel you want to reward the best worker at the office with goodies and
special treatment. However, nothing angers a workforce more than someone who
becomes the favorite of management. Refrain from workplace favoritism because
it makes employees feel disgruntled, envious and resentful. You can reward the
best with promotions or bonuses, but never with personal relationships.
4. Share the Success with Your Team
Are you a manager that has helped boost the company's revenues by three
percent while slashing operating expenses by two per cent? Well, you likely
didn't do it alone because you had subordinates to assist you in this endeavor.
Nothing pleases office workers more than recognition, and if you share your
success with your team, then they're likely to maintain this level of good work
and exceed all expectations. Here are a few tips on how to share the success:
- Inform your superiors of the
great work your team members did.
- Highlight a couple of staffers
that went above and beyond.
- Allow one or two employees to
sit in on a management meeting.
- Hand out a memo to each worker
thanking them, or thank them in person.
5. Reward Your Workforce with Goodies
If your team is going above and beyond, then you should certainly reward
them. Of course, you don't have to hand over your entire paycheck to your
assistants and staff members, but you can do little things that show them you
appreciate all of their effort, success, and hard work. Here are few things you
can do to reward them:
- Hand out $5 coffee or food
cards to your team members.
- Establish celebrations at the
office or schedule an out-of-office event.
- Make certain days special:
August 22nd, for instance, can be a day to eat cake, or February 1st can
be a day to speak in verse.
- Draws: one day a month, hold a
draw for something special like a coffee machine, a $50 gift card to the
movie theater, or a day off next month.
A manager's inaction is just as bad as a manager's participation in the
toxic work environment. You know a manager is a true leader when he, or she,
starts to take action against inconsistent office settings, constant bullying
by an office clique, or an unsanitary office space. Once a manager treats his
team members like equals or compliments them, then the brand will succeed.
SOURCES Business Insider
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