8 signs your workplace culture needs a reboot
April 9, 2015 11:37 PM
1. Meetings to prepare for the meetings to prepare for the meetings.
The reason I think this is a symptom of a toxic culture is that the message gets so spun, so tightened up, that there really isnt the ability to be open, to tell the truth and to talk about things real-time, says Hamill.
Image: Fotolia
Image: Fotolia
2. Take it offline.
Overusing the phrase take it offline can indicate that important discussions arent being had. While there is a time and a place for it, Ive seen situations where any time theres any sort of conflict that feels hard or difficult, the immediate default is take it offline, says Hamill. When someone says that, it means the group doesnt get to participate in that conversation.
Image: Fotolia
Image: Fotolia
3. Hierarchy always winning.
If everyone always agrees with the highest-level person in the room, even in casual conversations, that can be a problem, says Hamill, because it indicates employees arent comfortable voicing their opinions.
Image: Fotolia
Image: Fotolia
4. Lack of leadership humility.
Cultivating an attitude of Im not perfect, rather than an attitude of arrogance, helps create a healthier culture, says Hamill. Some of the best companies Ive worked with are ones where the leaders will say things like I have a lot to learn, or Ive got lots of things I should get better at, she says. Thats a sign of a toxic culture, when the leader has no humility.
Image: Fotolia
Image: Fotolia
5. Sugarcoating or rationalizing bad news.
Every organization faces challenges and bad things happen, but the way an organization handles those challenges has a big influence on the workplace culture. Companies that are upfront about bad news and solicit feedback for dealing with challenges usually have much healthier cultures than ones that look to rationalize bad news or blame it on a particular customer or situation.
Image: Fotolia
Image: Fotolia
6. Post-meeting politics.
If the real meetings happen after the official meetings, thats a red flag, says Hamill. If whats agreed to in the room is not what really happens, thats a huge problem, she says.
Image: Fotolia
Image: Fotolia
7. Obsession with shiny objects.
Companies that focus too much on the next big thing whatever strategy or opinions that are in vogue at the moment rather than their core competencies and values put their cultures at risk. Someone in HR or a leadership position reads the latest management book, for example, and everything gets aligned to that new shiny object, explains Hamill. It just whiplashes people way too much.
Image: Fotolia
Image: Fotolia
8. Employees not wanting to do fun things together.
Its interesting when you have some sort of event something fun for all employees and people dont want to go or, the minute they can get out of the event, they leave, says Hamill. Its really healthy when you see people wanting to do those things and that they linger and want to stay after thats a sign of a healthy culture.
Image: Fotolia
Image: Fotolia
