What do you do if your company culture is toxic and needs a complete overhaul?

Create policies to protect employees to ensure wellbeing is maintained for all staff since toxic work cultures are created by toxic people. Advocating EPAs and counseling for troubled staff as need be.

The first task that I conduct: Start a thorough assessment of the company culture. This might involve surveys, interviews, focus groups, or other methods to gather feedback from employees at all levels. Then, analyzing the data collected to identify specific areas of toxicity within the culture, which may be: poor communication, lack of trust, micromanagement, discrimination, or other negative behaviors... Based on these actions, I identify the root cause, and carry-out the activities to solve the root issues by encouraging feedback and participation of company's members, calling the support to provide the training and development opportunities for employees to learn new skills and behaviors that align with the desired culture.

Before initiating any efforts to rectify a toxic culture within an organization, it's imperative to conduct a comprehensive assessment to understand its underlying causes. This involves actively seeking feedback from employees across all levels through various channels such as anonymous surveys, focus groups, and one-on-one meetings. The emphasis should be on listening attentively to the concerns and suggestions of the team without assigning blame. The primary goal of this step is to diagnose the issues accurately, enabling targeted and effective solutions to be implemented. This approach fosters transparency, promotes employee engagement, and lays the groundwork for a successful cultural transformation.

Creating a healthy work environment is non-negotiable in any company. While competitiveness and results are crucial, they shouldn’t come at the expense of people’s health and well-being. Remember, companies are made up of people, not the other way around. As leaders, it’s our responsibility to consistently assess the work environment, ensuring it’s conducive, supportive, and empowering. Here are a few steps we can take: Encourage open communication: Cultivate a culture where everyone feels comfortable Learn from mistakes: Instead of penalizing mistakes, create systems to avoid them. Address mistreatment: Take action against those who mistreat their juniors. Focus on long-term results: Prioritize sustainable growth over short-term gains.

- Arrange a anonymous feedback mechanism - Arrange a 1-1 sessions with the HR and the employees with the problems and the solutions they feel will enhance their productivity. - Be bold for making pink slips available for the nuisance holders with fair trials and opportunities before the HR and the concerns. - Have a monitoring cell working which gives a direct assessment of happiness index across the organization.

Usually, but not necessarily, there is a single source which leads and spread toxicity down below and creates a group of lookalike people. Their primary objective is to monopolize all things to that group of lookalike people. It's simple. All you have to do is to create a system where everyone is bound to follow the system and no one will be able to monopolize and hijack the organization. System simply means creating "boundaries" and "accountability" for "everyone" and for everything they do. Now the difficult part begins. Creating and making everyone follow the system "offends" all those people and of course they will resist. Yet, do it. If you chose organization and its future. And only top leadership can influence OR reinforce.