Understanding Workplace Toxicity

Throughout my career, I've encountered various organizations and leaders. It's intriguing to note how certain professions often develop a reputation for being toxic. Is this a reflection of management practices, or does it stem from the individuals attracted to those fields? Commonly criticized industries include restaurants, fast food chains, retail, and various trades.

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As a manager, I believe there are proactive steps you can take to mitigate toxicity, although challenges remain. For instance, in fast food settings, the modern anti-work culture often makes it difficult to instill the importance of punctuality. To shift workplace culture, you'll need to adopt a broader approach, which is what the following suggestions aim to address.

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1. Foster Adult Relationships with Employees

Your mindset may range from skepticism to agreement on this point. However, treating employees as adults should be your default approach. Many leaders mistakenly believe they are doing this when, in reality, they are not. A former CEO of mine thought he was fostering professionalism by banning laptops in meetings to prevent distractions. My approach was different: I trusted my team to manage their responsibilities, even during discussions. If they occasionally checked their phones, I accepted that they might need a brief distraction.

2. Encourage Career Growth

I often tell my team, "If you seek new opportunities, feel free to use me as a reference." While I prefer they stay, I ultimately want them to thrive. If you have someone crucial to your team who is ready for a promotion or new opportunity, consider whether you are standing in their way. In a previous role, I supported a key employee's application for a position in a different department, despite my boss's reluctance to let her go. This demonstrated my commitment to her career development.

The first video titled "11 Habits Of Highly Effective Managers!" offers insights into improving your management skills. The tips provided can help create a more effective and positive workplace.

3. Maintain Confidentiality

I once made the mistake of not keeping a colleague's job search confidential. When an employee confides in you, it's crucial to respect their privacy. While you may feel obligated to inform the company about potential staffing changes, your integrity matters more. Maintaining confidentiality builds trust, ensuring employees feel secure when discussing sensitive issues.

4. Prioritize Results Over Attendance

In my past, I worked under a boss who equated long hours with productivity. I challenged that notion publicly, emphasizing that presence does not equal effectiveness. My approach is to be flexible with my team; I don't mind if they have unconventional hours, as long as their work is completed. However, I expect them to be available when needed, regardless of the time.

5. Address Conflicts Swiftly

I have a zero-tolerance policy for toxic behavior in the workplace. I make it clear that I will not tolerate interpersonal issues among team members. If someone is detrimental to the team's morale, they will be removed without hesitation. It's essential to protect the team's environment and ensure everyone can work without unnecessary conflicts.

5.5. Be Transparent with Performance Issues

To signal that someone may be on the verge of dismissal, I inform them if they've received a write-up. This direct approach allows them to understand the seriousness of their situation. My goal is not to disrupt lives, but to safeguard the team from harmful dynamics.

The second video, "5 Things New Managers Need To Do In Their First Week," provides valuable guidance for those stepping into managerial roles. These strategies can help build a strong foundation for effective leadership.

Reflecting on these practices, I welcome feedback. What might I have overlooked? What areas can be improved? Engage with me on this topic, and remember, if I have to take formal action, it’s for the greater good of the team.