Studies show that people who work in a toxic office setting feel more unproductive and unhappy. Most people in the labor force cite workplace incivility and poor managing tactics as some factors that affect work performance.
Workplace incivility, which is a behavior that equates to rudeness and other forms of toxicity, proved to cause work performance to decline. In a study from the Harvard Business Review, workplace incivility caused some employees to deliberately reduced their effort, performance, and work hours. Others would also spend time avoiding rude workmates rather than completing assigned tasks.
The same study noted that because of the unpleasant work environment, 12 percent of the respondents resorted to quitting their jobs to get away from the surroundings. On the other hand, 25 percent resorted to lashing out on customers because of pent-up frustration.
Other psychological studies proved that employees of uncivil managers are more prone to health problems. These conditions include chronic stress, cardiac issues, substance abuse, and other risks to one’s well-being.
Poor managerial traits often caused unhappiness among employees. Research from the University of Manchester showed that those who worked for ill-mannered bosses felt dissatisfied with their job. They also had high levels of depression.
Therefore, workers tend to become counterproductive. In connection, a business writer, AJ Agrawal shared that a rift between the employees and management causes the former to skip work and look for other job offers.
To reduce workplace toxicity, supervisors should initiate steps to ensure that the environment becomes conducive for labor. The Harvard study recommends that bosses should make sure to ask for feedback regarding managing styles. This way, they could gradually change their attitude towards workers.
The research also tells human resource staff to scrutinize applicants critically. It allows recruitment staff to choose future employees that will exercise civility in the work setting.
Another suggestion by the researchers of the study is to conduct exit interviews. This strategy allows the company heads to learn from quitting workers. It will also enable bosses to hear honest opinions from their subordinates and use them as stepping stones towards learning.