Marcia's Leadership Q and As: What’s Your Company Culture's Health?

Q. People are mean to each other in our company, especially to the women. How do we turn this around and have a kind culture?

A. Some people in workplaces are kind while others are dysfunctional and toxic. Over a career, many people experience a manager who is a micromanager, a bully, demeaning and demanding. Sometimes everyone is aware of it, and other times the bad behavior is hidden while the victim is intimidated and afraid to speak up. Some people reach out to HR, but it’s ineffective when nothing is done to change the situation.

Again, it’s up to leadership to transform the culture and workplace and create a healthy environment for people to contribute. Leaders can make a list of values, but they must communicate them, live them, and most have to define what the behaviors, language, and interactions will be in the organization. Their role is to ensure that people are able to contribute.

The role of leaders (with titles as well as teams) is to identify the bears and barriers to people learning and working together. Together everyone needs to become aware of the fears in the organization and then together to reduce them. The best way is to create opportunities for more communication in order to build trust.

Before and through the pandemic, there were different ways that people attacked or criticized, and judged other people. Healthy companies have no-tolerance policies. People need to call out bad behaviors (children are taught this in schools, yet adults don’t do it as often as they need to.)

Sadly, bad behavior by a few executives or managers has been common for years, and people have tolerated it. Many times, it’s very covert—and harmful to individuals, teams, and the culture.

The surprise for many is that the bullies are unaware that they are bullies—and the impact that they have. Others are aware, but feel they have every right to judge, criticize, belittle, and give negative feedback to their “subordinates.”

These businesses (any organization) suffer over time with poor morale, low productivity, high turnover and poor retention, and a decline in results including profits. Leadership must focus on transforming the culture and mindset in the company. Or it will eventually flounder and fail.