Fixing a Broken Workplace Culture

Work should be a place where people feel safe, respected, and motivated. Yet toxic work environments are becoming more common, leading to burnout, low morale, and disengagement.

Recent research by TalentLMS and Culture Amp highlights the causes of toxicity, its impact on employees, and how leaders can transform their workplaces. The findings show that leadership plays a major role in both creating and preventing toxic cultures.

Understanding Toxic Work Culture

A toxic work culture goes beyond minor frustrations or occasional conflicts. It is a workplace where harmful behaviors are widespread, affecting employee well-being, performance, and the company’s success.

MIT Sloan identifies five key traits of a toxic culture:

• Disrespect
• Lack of inclusion
• Unethical practices
• Cutthroat competition
• Abusive behaviors

These traits take a toll on employees. In a survey of 1000 US tech workers in toxic workplaces:

• 45 percent plan to quit because of toxic conditions
• 46 percent report burnout and 45 percent say the culture affects their mental health
• 48 percent feel productivity suffers and 45 percent report declining confidence

Employees also point to leadership as a major factor in creating and sustaining these toxic environments.

How Leadership Contributes to Toxic Culture

Leaders shape workplace culture through their decisions, communication, and management style. Employees in the study highlighted several ways leaders contribute to toxicity.

Poor Management Skills

Leaders who fail to manage with respect or competence leave employees feeling undervalued. Common issues include inconsiderate behavior, disorganization, poor prioritization, and micromanagement, all of which increase burnout and frustration.

Lack of Communication

When leaders are not transparent or fail to explain decisions, employees feel left in the dark and stressed. Poor communication prevents employees from fully understanding their roles and supporting decisions.

Bias and Favoritism

Perceived or real bias damages morale and can lead to legal issues. Survey respondents reported discrimination based on age, race, and gender, along with favoritism that undermines fairness and trust.

Leadership’s Role in Sustaining Toxicity

Even well-meaning leaders can perpetuate a toxic culture by failing to address problems. Key factors include:

Not Recognizing the Problem

Many leaders are unaware of toxicity in their workplace. In the survey, 45 percent of employees felt leaders were oblivious to the issues while employees were considering leaving.

Excluding Employee Voices

Ignoring input or silencing employees makes them feel devalued. Survey participants reported being left out of key meetings or decisions.

Lack of Accountability

Culture stagnates when leaders fail to address toxic behavior or punish employees who speak up. Almost half of employees do not report problems because they do not believe it will make a difference or fear negative consequences.

How Leaders Can Transform Toxic Culture

Leadership can also be a powerful force for positive change. Four key strategies can help prevent and address toxic behaviors:

Prioritize Training

Provide leaders with training in communication, workload management, and conflict resolution. Include soft skills such as diversity, equity, and inclusion training, as well as recognizing signs of burnout. Employees also benefit from training that supports wellness and collaboration.

Establish Clear Policies

Set clear expectations for behavior and workplace standards. Ensure policies are applied fairly and consistently. Promote healthy work habits, including clear boundaries around work-life balance and timely communication.

Encourage Open Communication

Share decisions transparently and provide channels for employee feedback. Regular one-on-one meetings, performance reviews, and accessible HR contacts help employees feel heard and included.

Invest in Culture

Create opportunities for connection and teamwork. Social events, collaborative projects, and company gatherings help employees build relationships and strengthen engagement.

Connected Leadership Builds a Healthy Workplace

Survey results show 43 percent of employees are pessimistic about the future of their workplace culture, but one-third believe positive change is possible. Leaders who actively shape and support a healthy culture instill optimism, improve engagement, and help employees feel valued and supported.

When leadership commits to ending toxicity and prioritizes connection, transparency, and accountability, workplaces can shift from harmful environments to thriving, productive spaces where employees want to grow and contribute.