Que faites-vous si votre culture d’entreprise est toxique et a besoin d’un changement positif ?

Recognizing the signs and doing something about it, must come from the top. I have witnessed several times that if the top leadership is in denial about the toxic company culture, and they support people in leadership and management positions who demonstrate toxic leadership or complete lack of leadership skills - no external expert, no amount of resources or training will reverse the trend.

Addressing a toxic company culture requires a proactive approach. Begin by staying positive and engaging with senior management to highlight the issues and advocate for change. Foster positive interactions with colleagues, promoting open communication and collaboration. Develop synergy within teams by leading by example and actively involving team members in creating a supportive environment. Seek management support to implement necessary changes and initiatives. If, despite efforts, the culture remains toxic and detrimental to mental well-being, consider leaving the company. Taking a break to prioritize mental health and exploring better opportunities is essential for personal growth and career satisfaction.

Admitting that something is not functioning well is a hard job, especially to untrained and unaware mind... Simple complaints can and will happen even in a great company. Nurturing Organisational awareness in every leader can support them in better recognizing the signs of a toxic workplace quickly and effectively. This competency relates to understanding how decisions are made, who is involved, and what are the unspoken rules of engagement.

Huge turn around shouldn't be expected so: -Start by identifying the top 3 basic culture that everyone adheres with and are feeling that its toxic - have a face-to-face conversation with team and management and discuss the 3 cultures -try and come to a common point where these cultures can be bent to benefit both parties -implement the outcomes of discussion Do a reality check after 3 months if the agreed changes had any positive impacts or not If yes, go for another 3 items and repeat, if not then again try to discuss the first 3 things again This is a perfect example of Kaizen, no one is perfect so everything and everyone needs appropriate time. If you feel (as an individual) you can't wait, switching the company is the best option

Recognizing signs of a toxic culture is the first step toward positive change. Look for behaviors like lack of trust, excessive competition, and high turnover rates. Once identified, address these issues openly and constructively with employees. Encourage open communication and feedback to foster a healthier work environment. Seek support from leadership and implement changes gradually, focusing on building a culture of respect, collaboration, and employee well-being. Remember, change takes time, but a positive transformation is achievable with commitment and effort.

Here is where an external facilitator is valuable as they don't bring any bias, assumptions or hidden agenda into the picture. They must be someone who has no ties with the company, and can provide an objective assessment with feasible and practical recommendations on the way forward. They can use emotional intelligence as a bridge and implementation tool to move from a toxic company culture that has a negative employer's reputation with high turnover, to a company and brand that is trusted and ensures employees have a higher quality of life at work that drives their performance levels.

Absolutey, opening channels for positive communication to happen seems like the right thing to do. Having said that, It's a good idea to tune in to the field (team energy) to get a feel of whether people are ready to talk or not yet. One-on-one walking meetings during which, one listens with compassion and zero judgement could help, prior to a team meeting or so. Use your intuition and provide a safe space for each individual to feel heard, seen and acknowledged. The rest will happen naturally.

Según mi experiencia acompañando el desarrollo de personas y lideres, llegamos a un punto donde es necesario y saludable tener conversaciones abiertas en temas que para algunos son difíciles. Un liderazgo pasivo y una comunicación pasiva se convierte en una barrera hacia el progreso. Para tratar la cultura de una empresa toxica , se requiere de un autodiagnostico abierto y honesto. Generemos espacios seguros que permitan abordar los temas de forma comprometida y consciente, sin juicios o agresividad, evitemos el dialogo que pretende exaltar culpas y no soluciones , dialogo que busca potenciar talentos y no ataques o escarnio publico. Escucha activa y empatia profunda son ingredientes valiosos para lograr mejoras en la cultura empresarial

In a previous professional experience, I’ve tried this and I can insure that it’s works, but you have to be patient, wise and deserve the worth of being that could conduct the change management

Propiciar el diálogo abierto en un entorno laboral conlleva una serie de beneficios importantes tanto para los empleados como para la empresa y es muy conveniente porque mejora la comunicación, fomenta la confianza y el compromiso, facilita la resolución de problemas, promueve la transparencia, mejora la toma de decisiones, fortalece las relaciones interpersonales, aumenta la motivación y el compromiso de los empleados, facilita la retroalimentación constructiva y estimula la innovación y la creatividad, entre otros beneficios que contribuyen al bienestar y el éxito de la empresa.

This is not always easy. You can't get better in the same environment that made you sick. Especially if it is your manager that is toxic or your direct colleagues who is supported by the leadership. There is only so much of self-care strategies and boundaries that will work. If the engine is dysfunctional, no matter what oil you add - it will remain dysfunctional and it will break at one point.

En mi experiencia es muy importante lograr establecer limites en los diferentes escenarios de la vida, especialmente si identifico ambientes tóxicos en la cultura de una empresa , comunidad o sociedad. Propongo dar una mirada a la autoestima , ya que cuando es baja , a la persona se le dificulta abordar los temas que considera difíciles , y evitar poner limites. Por ello un equipo humano con autoestima baja es mas propenso a permitir el ambiente tóxico o al liderazgo que abusa del otro. Se requiere autoestima sana, comunicación asertiva , lenguaje positivo , comunicación precisa y dejar a un lado tomar las cosas de manera personal. Se puede poner limites desde el respeto, dialogo asertivo que invite a los cambios y transformaciones.

To address a toxic company culture: Establish Boundaries: Clearly define acceptable behaviors and values, enforcing consequences for violations to foster a healthier environment. Encourage Open Dialogue: Create avenues for employees to voice concerns and suggestions, promoting transparency and accountability. Lead by Example: Demonstrate positive behaviors and attitudes, inspiring others to emulate constructive practices and contribute to cultural change.

Transforming a toxic company culture requires setting clear boundaries to protect yourself and others. Identify behaviors that contribute to toxicity and establish zero-tolerance policies. Lead by example and model positive behaviors to inspire others. Communicate openly and transparently to foster a culture of trust and collaboration. You can create a healthier work environment and drive positive change by setting boundaries.

Siempre he creido que se requieren normas mínimas de convivencia, así como un reglamento interno para el trabajo. El problema no es que estos existan, sino hacer que se cumplan, y los jefes deben empezar dando el ejemplo. Y debe haber alguien arriba que regule a los jefes, puede ser RRHH o la alta dirección, porque cuando un jefe quiere cumplir y otro es permisivo, se generan esas diferencias en el trato, que contribuyen a la cultura tóxica.

✅ Una gran contribución a una cultura y ambiente tóxico dentro de las organizaciones es vivir y aplicar con el ejemplo las buenas prácticas y recomendaciones. 🎵impactan más las acciones , los hechos , el ejemplo que las palabras , esas imágenes quedan grabadas en la mente y son fácilmente recordadas , además las conectamos con una ❤️emoción positiva 🎯 Vale la pena darle valor y sentido a practicar lo que enseñamos y creemos ; basta de discursos cuando la vida de quien los menciona es incoherente. 🆘 Es urgente este cambio de direccion en la transformación de una cultura . Llénate de entusiasmo e invierte tiempo en ser un agente positivo de cambio. Gracias

To transform a toxic company culture: Lead by Example: Model positive behaviors, communication, and values to inspire others to follow suit. Encourage Accountability: Hold all team members, including leaders, responsible for upholding the desired cultural shift. Foster Collaboration: Promote teamwork and mutual respect, emphasizing the importance of collective efforts in driving positive change.

The ADKAR model, developed by Jeff Hiatt, guides effective change management through five steps: Awareness of the need, Desire to support, Knowledge of how to change, Ability to implement, and Reinforcement to sustain changes. It emphasizes individual change for organizational success. Leading by example is crucial for cultural change. Show the values you want to see: respect others, listen actively, and appreciate good work. As Gandhi said, "Be the change you wish to see in the world." Your example sets a tone that encourages others to mirror these behaviors, fostering a positive work environment. This approach not only uplifts morale but also drives everyone to contribute to a healthier culture. Walk the talk as it trickles top down.

Predicar con el ejemplo es una forma poderosa de influir en un cambio cultural porque aumenta la credibilidad de los líderes, inspira a otros, establece un estándar de comportamiento, construye confianza, refuerza la cultura organizacional, y motiva y compromete a los empleados a trabajar hacia objetivos comunes.

Lideres emocionalmente inteligentes são capazes de entender as emoções de seus membros de equipe. Promovendo engajamento e produtividade. Podem gerenciar conflitos e tomar decisões conscientes.

Transforming a toxic company culture into a positive and thriving environment is challenging but crucial for long-term success and employee well-being. Conduct thorough assessments and feedback sessions to pinpoint the underlying issues contributing to the toxic culture, including poor leadership, lack of communication, or unrealistic expectations. Create a compelling vision of the desired culture and values that align with the organization's goals. Ensure that this vision is communicated effectively and consistently to all employees. Organizations can create a positive culture that fosters growth, innovation, and employee satisfaction by identifying the root causes, developing a clear vision, and implementing structural changes.

From experience, accountability is the fastest way to reverse a trend of toxic company culture. Because when people see that leadership is walking the talk, and actually making changes that reflect employee well-being, a positive employer's brand and a fulfilling employee experience - than they will feel connected with the renewed core values of our company. That's how you build trust, when you show accountability and demonstrate the consequences of zero tolerance policy for toxic leadership and culture.

To address a toxic company culture: Implement Changes: Identify areas for improvement and enact tangible adjustments to policies, processes, and behaviors. Provide Support: Offer resources, training, and support to help employees adapt to the new cultural norms and practices. Monitor Progress: Continuously assess the impact of the changes and solicit feedback to ensure the culture shift is positive and sustainable.

Transformar una cultura empresarial tóxica en un entorno positivo requiere un enfoque integral que aborde diversos aspectos de la organización, éste lleva tiempo, esfuerzo y compromiso, pero con un enfoque sistemático y el apoyo de todos los niveles de la organización, es posible lograr un cambio significativo y duradero.

To foster positive change in a toxic company culture: Commit to Sustainability: Continuously reinforce new values and behaviors through consistent communication and actions. Empower Employees: Encourage participation and ownership in cultural transformation efforts, fostering a sense of responsibility and accountability. Celebrate Progress: Acknowledge and celebrate milestones and successes along the journey, motivating continued dedication to the cultural shift.

Sustentar esforços é uma forma habil de gerenciar o stress, mantendo a motivação e resistencia de desafios, fortalece a resiliência emocional

As I understand, changing a toxic company culture is a significant undertaking that requires commitment and patience, but with consistent effort and involvement. If we conisder the ASK framework, we have to undertake the Attitude component here. Behavior modelling is required at various levels which require consistent yet focused interventions. Experiential training methods may be highly useful.

If you're triggered by an interview question, take a deep breath to compose yourself. Then, focus on answering the question professionally, without letting your emotions overwhelm you. If needed, you can ask for a moment to collect your thoughts before responding

It is critical to reinforce positive behaviors. Many toxic behaviors and processes are left unchecked because of a lack of explicit direction and communication in the environment, so it is important to reach your employees, your team, in a variety of ways.