20.11.2024
THE ANTIDOTE TO WORKPLACE TOXICITY
Think about the last time you had a conflict with a colleague. It doesn't have to be so dramatic that it involves screaming at the top of your lungs or throwing objects. This might be a time you noticed a passive-aggressive hint from a colleague during a team meeting.
The discussion surrounding "toxicity" and how it relates to workplace culture has been heated in recent years. This toxicity in question can take a myriad of forms. According to a 2023 survey by the American Psychological Association, 19% of employees said their workplace was very or somewhat toxic, and those who experienced workplace toxicity were more than three times more likely to report an impairment of their mental health than others who enjoyed a healthy work environment (52% vs. 15%).
The evolving dynamics of the workplace and increased awareness of toxicity is a reality that employers must face. One way they do this is by investing in employees so they develop "toxicity-proof" skills such as emotional intelligence.
What is a toxic company culture?
At one point or another, we've all been through unpleasant situations with our supervisor or colleague. But are all these moments representative of toxicity? What if the negativity or anxiety the employee is experiencing is not direct or intentional aggression from a colleague? What exactly are the conditions under which a company culture becomes toxic?
According to Business Leadership Today, a toxic workplace culture "is one in which conflict is common and the work environment is negative due to unethical behavior, lack of inclusion, and disrespect." Let's take a closer look at this definition:
First, the qualifier that workplace conflict must be a “common” phenomenon suggests that one or two adverse incidents are not necessarily indicative of a persistent culture of toxicity. Employees are human and as such can be guilty of lapses and poor judgment from time to time - especially in a work environment full of daily pressures and differing views. Labor conflict even has the potential to lead to healthy growth and build a stronger foundation of mutual respect if all parties approach it with the goal of resolution.
The other key part of this description of a toxic workplace culture relates to another important qualifier: that the work environment is negative because of certain behaviors or intentions. The employee's dissatisfaction with the lack of daylight in his office cannot fall into the category of complaints of the type of "unethical behavior" and "disrespect". But what if the employee simply asked his supervisor if there was a workstation available that offered more sunlight? And what if the boss retorts that the employee is being paid fairly and should be happy with the job he has, and then mocks him for months for having the audacity to ask for a sunnier job? In these cases, a strong argument can be made for the presence of a toxic workplace culture.
What is emotional intelligence and how can it help fight toxicity?
One of the root causes of building a toxic workplace culture can be the relative lack of emotional intelligence (EQ) among company employees. Lower levels of emotional intelligence in an employee can even create toxicity and worsen workplace culture. So what is emotional intelligence and how do workers with higher levels of emotional intelligence help foster a healthier work environment?
Emotional intelligence is a person's ability to identify, understand and manage their own emotions as well as those of those around them. If this sounds ambitious and complicated, especially in a work environment, that's because it is complicated and ambitious. A high level of EQ is not easily achieved and must be constantly refined and reassessed against the backdrop of a changing workplace. But in the end, the effort is worth it. The World Economic Forum ranks emotional intelligence as one of the top skills needed to gain a competitive edge at work. Additionally, McKinsey claims that the need for social and emotional skills will grow at a faster rate than the need for cognitive skills.
Work often creates a fast-paced, high-stakes environment for employees, who naturally tend to have an emotional response to this environment. Real-time processing of these feelings is at the heart of emotional intelligence. Basic research has led to the cascade model of emotional intelligence, which suggests that strong EQ is characterized by a progressive sequence: 1) emotion perception, 2) emotional understanding, and 3) emotional regulation and management.
By observing and practicing this consistency, employees—and especially supervisors and managers—have the ability to change the work landscape by better managing conflict, navigating interpersonal relationships, strengthening teamwork, building resilience, and promoting customer satisfaction. High levels of EQ in customer service have even been shown to help improve customer retention rates over a longer period of time.
How to avoid a toxic culture and create a healthy work environment
Now that we understand toxic workplace culture, its potential consequences, and the importance of emotional intelligence in combating toxicity, how can companies apply what we know to build healthier, more stable, and ultimately more rewarding workplace environment? Here are three solutions:
Historically, determining the emotional intelligence of job applicants and existing employees has always involved mostly guesswork—if it was considered by employers at all. Organizations now have the ability to measure EQ through psychometric assessments. In one case, workers with the highest and average job scores scored higher on an emotional intelligence assessment, and those with higher EQ made more calls, had more conversations with prospects, and were able to convert more sales calls.
EQ assessments can help hiring managers and HR departments identify red flags of candidate toxicity. Emotional intelligence exists on a spectrum, so a company shouldn't necessarily reject an experienced and qualified candidate based on a single negative metric. But EQ assessments can help organizations build more accurate holistic profiles of job candidates, avoid costly hiring mistakes, and create a more inclusive and supportive work culture.
Employees do not have to remain low on emotional intelligence. Although some people may inherently have a greater ability to manage their emotions and connect with others, it is possible for an employee, if they want to, to develop their EQ through training and achieve tangible and lasting results.
Until the world becomes fully populated with self-aware, empathic, and well-adjusted people, there will be levels of toxicity to be found in almost any work environment. But with an understanding of individual emotional intelligence, the role of EQ in the workplace, and tools to optimize workforce emotional intelligence, organizations are now empowered to identify and address toxicity and build a company culture that prioritizes respect, productivity and employee satisfaction.
