Unprofessional and Toxic Workplace Behaviour - A Guide for Leaders

Workplace misconduct costs UK businesses £28.5 billion annually, with nearly 900,000 employees taking absences and 500,000 resigning due to toxic environments. Addressing these issues is crucial for productivity, morale, and financial health. Here's a quick summary:

• Common Issues: Bullying (affects 26% of workers), harassment (younger workers are 64% more likely to experience it), and professional misconduct (31% believe organisations overlook it for profits).
• Impact: Toxic environments lead to a 66% drop in productivity, 49% requiring time off, and 45% resigning early.
• Warning Signs: Communication breakdowns, excessive monitoring, favouritism, and employee health issues like sleep problems.
• Leadership Role: Leaders must set clear standards, act swiftly on reports, and create safe reporting systems.
• Prevention Tools: Use 360-degree feedback, anonymous surveys, and anti-harassment training to reduce incidents by up to 25%.

Quick Solutions for Leaders

1. Set Clear Behavioural Standards: Define acceptable conduct and enforce rules consistently.
2. Implement Reporting Systems: Provide secure, anonymous channels for employees to report issues.
3. Act Swiftly: Investigate and address problems promptly to maintain trust and fairness.
4. Regular Monitoring: Use surveys and check-ins to track progress and spot issues early.
5. Foster Psychological Safety: Build a workplace where employees feel safe to speak up without fear of retaliation.

Tackling toxic behaviours requires consistent leadership and structured action. Start with small changes, measure progress, and commit to long-term improvements to create a healthier, more productive workplace.

How to Fix a Toxic Work Culture: Practical Solutions That Work

Spotting Problem Behaviours

Leaders play a crucial role in identifying and addressing toxic behaviours in the workplace. Early intervention is key, as research shows that 19% of workers experience toxic environments, which are 10.4 times more likely to drive resignations than pay concerns.

Warning Signs

Certain behaviours can signal deeper issues within a team. Leaders should keep an eye out for these warning signs:

"An unhealthy workplace is one where people are always on edge. The environment is tense, and there's a lot of pressure to perform. People feel like they have to be perfect all the time, and if they make a mistake or don't do something right, they're afraid that they'll lose their job or get passed over for promotions." – Annie Morris, Editor in Chief at Made in CA

Identifying these red flags is just the first step. Measuring and addressing them systematically is what makes a real difference.

Behaviour Measurement Methods

To tackle workplace behaviour problems effectively, structured assessment tools are indispensable. A great example is the Veterans Health Administration's Civility, Respect, and Engagement in the Workplace (CREW) programme, which was implemented across 1,200 work groups with notable success.

Here are some tools to consider:

• 360-Degree Feedback
  This method collects input from peers, managers, and direct reports, focusing on development rather than rewards.
• Employee Net Promoter Score (eNPS)
  This metric gauges how likely employees are to recommend their workplace, offering a snapshot of overall satisfaction.
• Pulse Surveys
  Short, frequent surveys help track real-time changes in employee morale and workplace dynamics.

Common Causes

Understanding the root causes of toxic behaviours is just as important as identifying and measuring them. Alarmingly, 87% of employees report having encountered toxic managers during their careers, underlining the pivotal role leadership plays in shaping workplace culture.

"Sometimes systemic issues stand in the way of job satisfaction and are difficult to change. Instead, it might make sense to focus on things you can do like set work boundaries, put up out-of-office reminders while on vacation, don't answer emails outside of work hours, and even talk to your boss about issues that are upsetting you." – Heidi Cox, Founder & Clinical Director at the Centered Space Psychology Group

Toxic environments take a toll on productivity and morale. Studies reveal that 38% of employees in such settings reduce the quality of their work, while 25% vent their frustrations on customers. Recognising and addressing these issues is essential for creating a healthier workplace.

Steps to Fix Problem Behaviours

When problem behaviours are identified, it’s crucial for leaders to act swiftly and decisively. Research shows that having well-defined policies can reduce misconduct by up to 30%, underlining the importance of a structured approach.

Step-by-Step Response Plan

Addressing behavioural issues effectively requires a clear plan. Here’s a practical framework:

With the average cost of defending and settling employment law cases reaching £125,000, prevention and proper handling of such issues are not just ethical imperatives but financial necessities. Equally vital is fostering an open and trusted culture around reporting misconduct.

Building Trust in Reporting

Beyond addressing incidents, leaders must create an environment where employees feel safe reporting unethical behaviour. Alarmingly, only 27% of employees currently feel comfortable raising such concerns. To build trust in reporting systems:

✓ Provide Multiple Reporting Channels
Offer a variety of ways for employees to report issues, including anonymous options. This reduces barriers to reporting and makes the process feel more accessible and less intimidating.

✓ Enforce Strong Anti-Retaliation Policies
With one in four employees fearing retaliation, it’s essential to establish and clearly communicate anti-retaliation policies. Consistent enforcement is key to reassuring staff.

✓ Maintain Open Communication
Keep those involved informed about the investigation’s progress while respecting confidentiality.

“Employees who report expect to have some sort of update about the investigation process.” – Vidhya Balasubramanian, Managing Vice President of Gartner’s legal and compliance research group

Behaviour Management Tools

To complement response strategies, organisations can use tools that support ongoing behaviour management. These tools help create a structured and predictable environment where expectations are clear, and consequences are consistently applied.

For example, mandatory anti-harassment training programmes have shown to reduce harassment claims by 25%. To keep these initiatives effective, organisations should conduct monthly anonymous pulse surveys. These surveys provide insights into workplace morale and help identify issues early, allowing leaders to intervene before small concerns grow into larger problems.

Stopping Future Problems

After addressing immediate concerns, leaders must focus on prevention to ensure long-term improvements in the workplace. Proactive measures not only promote a positive environment but also help reduce incidents of misconduct.

Setting Behaviour Rules

Establishing clear behavioural standards is essential for aligning workplace conduct with modern expectations. For example, AT&T's Code of Business Conduct is publicly available and offers employees practical guidance, real-world scenarios, and a visual decision-making framework to navigate complex situations.

Similarly, Microsoft ensures its behavioural standards are consistently applied across all levels of the organisation. With these foundations in place, the next step is creating a workplace that feels safe and inclusive for everyone.

Creating Safe Work Spaces

Psychological safety is key to preventing toxic behaviours. According to recent research, 52% of employees have encountered inappropriate conduct at work, with bullying (51%) and harassment (40%) being the most common issues.

Steps to create safer workplaces include:

• ✓ Anonymous Reporting Channels: Provide employees with secure ways to report issues without fear of retaliation.
• ✓ Building Trust: Act quickly and transparently by documenting and addressing reports.
• ✓ Ongoing Training: Conduct regular anti-bullying and anti-harassment sessions to reinforce prevention strategies.

By embedding these practices into daily operations, organisations can reduce the likelihood of harmful behaviours taking root.

Checking Progress

Regular monitoring is essential to gauge the effectiveness of preventative measures. Use a mix of feedback methods to track progress and identify areas for improvement.

Organisations that consistently monitor and evaluate their initiatives often detect issues earlier and see higher engagement with behaviour improvement programmes. To maintain progress, it’s crucial to update guidelines regularly, provide ongoing training, and use anonymous feedback to track resolution rates effectively.

Making Changes Last

Creating lasting positive changes in workplace behaviour requires ongoing commitment from leadership. While 90% of North American CEOs and CFOs agree that a stronger corporate culture enhances financial performance - a trend observed globally - only 39% of managers report that leaders address ethical issues promptly. The following strategies can help embed enduring cultural improvements.

Stories That Change Behaviour

Storytelling is a powerful tool for driving behavioural change. By fostering emotional connections and sharing relatable experiences, stories can inspire and sustain meaningful transformation.

Research from the University of Massachusetts Medical School highlights how storytelling can effectively drive behavioural change, particularly in healthcare settings.

"In the world of organisational change, facts and figures can only go so far... True, lasting change - the kind that alters behaviours and shifts mindsets - requires something deeper. This is where storytelling comes in." – Tena Sloan

Team Building Methods

Strong team connections are essential for preventing the re-emergence of toxic behaviours. Regular check-ins, collaborative projects, and mentorship programmes can reinforce positive workplace dynamics:

• Regular Check-ins
  Schedule weekly discussions to address workplace culture and behaviour. Use these sessions to celebrate positive examples and tackle concerns early.
• Collaborative Projects
  Design cross-functional initiatives that encourage cooperation and clear communication. These projects naturally promote positive behaviours while achieving business goals.
• Mentorship Programmes
  Establish formal mentoring relationships to support professional growth and reinforce organisational values. Research shows that effective mentorship programmes can improve employee retention by up to 50%.

When trust and collaboration are strengthened, organisations can measure progress using long-term metrics to ensure these changes endure.

Tracking Results

To sustain cultural improvements, focus on strategic, long-term metrics rather than short-term indicators:

Harvard Business School research estimates that addressing toxic behaviours can save organisations around £10,000 per incident.

To maintain momentum:

• Monitor engagement levels through specific programme activities.
• Introduce behaviour-based KPIs tailored to individual team members.
• Perform periodic risk assessments to identify and address emerging issues.
• Validate improvements using multiple data sources.

Organisations that consistently track these metrics and maintain transparent communication about progress are better positioned to sustain positive cultural changes over the long term.

Conclusion: Next Steps

Quick Action Guide

Taking decisive action against toxic workplace behaviour is not just necessary - it’s urgent. With only 31% of senior HR executives expressing satisfaction with leadership accountability, there’s a clear need for improvement. Here’s a straightforward plan to start making a real difference:

These initial actions create a foundation, but long-term commitment from leadership is essential for lasting change.

Leader's Ongoing Work

While quick fixes can address immediate concerns, enduring change requires consistent leadership effort. As discussed earlier, measuring progress and holding leaders accountable are key to maintaining a healthy workplace culture. A great example of this is Microsoft’s transformation under Satya Nadella, where deliberate leadership strategies reshaped workplace behaviour.

1. Measurement and Accountability

Regularly tracking workplace culture through surveys and engagement metrics is vital. Research shows that companies with highly engaged employees experience 2.5 times more revenue growth over seven years.

2. Continuous Development

Investing in leadership development and emotional intelligence training pays off. These efforts not only reduce toxic incidents but also improve retention rates.

"Leaders must either invest a reasonable amount of time attending to fears and feelings, or squander an unreasonable amount of time trying to manage ineffective behaviour." – Brené Brown

3. Cultural Reinforcement

Sustaining a positive culture means embedding it into everyday practices. Here’s how:

• Schedule regular check-ins to evaluate and uphold behavioural standards.
• Use the RASCI model to clarify roles and responsibilities.
• Set transparent goals with clear accountability measures.
• Monitor collaboration across departments as a measure of cultural health.

A UK financial services organisation offers a compelling case study: through structured cultural changes, they saw an 82% improvement in employee attitudes towards risk-taking and learning from mistakes. This highlights the transformative power of consistent and focused leadership efforts.

FAQs

How can leaders spot and address toxic workplace behaviours before they escalate?

Leaders aiming to address toxic workplace behaviours should start by spotting the warning signs. These might include high staff turnover, frequent conflicts, or breakdowns in team communication. To dig deeper, tools like anonymous surveys or private one-to-one conversations can be invaluable for uncovering hidden problems.

Once these behaviours are identified, swift action is essential. Promote open dialogue, establish clear behavioural guidelines, and offer training in areas like conflict resolution. A zero-tolerance approach to bullying and harassment is non-negotiable to stop issues from escalating. Regular check-ins and fostering a culture rooted in mutual respect and accountability can go a long way in creating a healthier, more productive workplace.

How can organisations create a safe and supportive environment for reporting workplace misconduct?

Organisations can create a safe and supportive atmosphere for reporting misconduct by implementing a few practical approaches. One effective method is offering anonymous reporting options, such as confidential hotlines or secure online systems. These allow employees to share their concerns without the fear of backlash, fostering a sense of trust and openness.

Equally important is building a workplace culture that values psychological safety. Leaders should receive training to ensure they are approachable and supportive, making it easier for employees to raise issues. Regular sessions on workplace policies and the reporting process can further strengthen these principles. Together, these strategies help establish an environment where employees feel confident reporting problems and ensuring they are addressed responsibly.

How do storytelling and team-building activities help create lasting cultural change in the workplace?

Storytelling and team-building activities can be powerful tools for creating meaningful change in workplace dynamics. Through storytelling, leaders and employees have the chance to share experiences that embody the organisation's core values and mission. This helps to cultivate a shared sense of purpose, fostering connections on a more personal level. When people connect in this way, it builds empathy and understanding, which naturally strengthens relationships and encourages a more inclusive environment.

Team-building activities, meanwhile, offer a hands-on way to boost collaboration and improve communication. These activities provide opportunities for colleagues to work together in ways that mirror the organisation's cultural goals, such as promoting teamwork, trust, and mutual respect. Beyond simply lifting morale, they help reinforce positive habits and behaviours, paving the way for a more united and motivated workforce.

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• How unprofessional behaviour affects team morale and productivity
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