By Hannah Strawbridge, Founder and CEO of Han Law co. Employment and HR specialists
Work relationships are the backbone of a successful career and a thriving workplace. However, toxic relationships can have a profound impact and can disrupt productivity, harm mental health, and create a hostile work environment which can lead to a negative company culture. Tackling these relationships head-on is crucial to maintaining a positive and productive workspace. From a legal standpoint it’s imperative that any claims are taken seriously. At best you may lose a valuable member of your team, but at worst may find yourself on the wrong end of an Employment Tribunal.
Here’s a few Do’s and Don’t’s when it comes to navigating and improving toxic work relationships.
Do’s
Promote a Positive Work Culture
Fostering a positive work culture can help mitigate toxic behaviour and create a healthier work environment. Here’s a few steps how:
- Lead by Example:Â Model respectful and collaborative behaviour in your interactions.
- Be Available:Â Promote an open-door policy where employees feel safe to voice concerns and feedback.
- Open Communication:Â Foster an environment where employees feel comfortable expressing their concerns and grievances without fear of retaliation.
- Feedback:Â Implement regular feedback sessions and anonymous surveys to gauge employee sentiments.
Establish Clear Policies
· Anti-Harassment and Anti-Bullying Policies should be enforced toexplicitly prohibit harassment, bullying, and other toxic behaviours.
· Create a Code of Conduct that outlines acceptable and unacceptable behaviours in the workplace.
Identify the Signs
The first step in addressing toxic work relationships is to recognise the signs. Toxic behaviour can manifest in numerous forms, so ensure that senior staff especially are trained to recognise the signs, including:
- Bullying and Harassment:Â Persistent negative behaviour aimed at undermining or belittling a colleague.
- Passive-Aggressiveness:Â Indirect hostility, such as sarcasm, backhanded compliments, or silent treatment.
- Lack of Support:Â Consistently failing to assist or collaborate with colleagues.
- Excessive Competitiveness:Â Undermining colleagues to get ahead.
- Blame Shifting:Â Avoiding responsibility by placing blame on others.
Provide Training and Development
Invest in training programs that enhance emotional intelligence, conflict resolution, and communication skills especially for managers and leaders who can also contribute to or mitigate toxic environments. Diversity and Inclusion Trainingwill also help topromote understanding and respect for diverse perspectives and backgrounds limiting negative behaviour.
However, despite putting all of the above steps in place if instances occur then be sure to always;
Act Quickly and Fairly
Address toxic behaviours as soon as they are identified to prevent escalation and always conduct thorough and unbiased investigations into reported incidents.
Support Employee Wellbeing
Consider providing employee assistance programs, this could include offering support services such as counselling and stress management. And encourage a work-life balance. Practices that promote a healthy work-life balance for employees can positively impact wellbeing.
Don’ts
Ignore Red Flags
Don’t dismiss or minimise complaints of toxic behavior. A lack of action can worsen the situation. Consistency is key when it comes to maintaining trust and fairness.
Fail to Document Issues
Failing to document incidents and actions taken can lead to complications in resolving disputes and defending against legal claims. Ensure that the documentation process is transparent and accessible to those involved.
Neglect to Provide Support
Don’t leave employees to deal with toxic relationships on their own. Provide appropriate support and resources. And always follow up on reported issues to ensure that they have been resolved, and that the workplace environment has improved.
Punish Complainants
Any form of retaliation against employees who report toxic behaviour can lead to legal consequences and damage to morale so be aware of and comply with laws protecting whistleblowers and employees who raise concerns.
Legal implications
Remember that there are many legal implications surrounding discrimination and harassment claims if not handled correctly, so they should not be taken lightly. Failure to address toxic behaviour can result in claims that can lead to legal action, financial penalties, and reputational damage. Employees who are subjected to ongoing toxic behaviour may claim constructive dismissal, arguing that they were forced to resign due to an unbearable work environment and this can result in costly legal battles and compensation claims.
As employers there is a legal duty of care to provide a safe and healthy work environment for all employees. Neglecting this duty can lead to personal injury claims and penalties.
And a toxic work environment can also create a much bigger problem in the form of attracting and retaining talent. A damaged reputation can be incredibly difficult to fix, so preventative measures really are vital.
By following these Do’s and Don’ts, employers can create a healthier and more productive workplace. It’s essential to always remain vigilant, proactive, and committed to fostering a positive work culture to minimise the risk of legal issues.
