How employees can recognize a toxic work culture

A toxic work culture can have a negative impact on employees and the overall success of a company. Recognizing the signs of a toxic work culture is the first step in addressing the issue and taking action to improve the situation.

One of the key signs of a toxic work culture is a lack of trust and respect among employees and between employees and management. In a healthy work environment, employees should feel comfortable expressing their opinions and concerns without fear of retribution. In a toxic work culture, employees may be afraid to speak up or challenge the status quo out of fear of being ostracized or punished.

Another sign of a toxic work culture is a high turnover rate. If employees are constantly leaving the company or if the company has a reputation for having a high turnover rate, this could be a sign that the work culture is toxic.

A lack of support and resources can also be a sign of a toxic work culture. Employees should have access to the tools and resources they need to do their jobs effectively. If they are consistently struggling due to a lack of support and resources, this could be a sign of a toxic work culture.

If you recognize these signs in your workplace, there are steps you can take to either leave the company or address the issue. If you decide to leave the company, it's important to do so in a professional manner. This means giving notice, tying up loose ends, and leaving on good terms.

If you decide to stay and address the issue, there are a few steps you can take. First, try to have an open and honest conversation with your manager or HR representative about your concerns. They may be unaware of the problem and be willing to take steps to improve the situation.

If you are unable to have an open and honest conversation with your manager or HR representative, you may want to consider seeking out the help of an outside mediator or counselor. This could be a professional mediator, counselor, or even an employee assistance program offered by your company.

Another option is to notify someone outside of the company about the toxic work culture. This could be a higher-up in the company, a regulatory agency, or even the media. While this can be a difficult step to take, it may be necessary to bring attention to the issue and bring about change.

Overall, recognizing a toxic work culture is the first step in taking action to improve the situation. Whether you decide to leave the company or stay and address the issue, it's important to take steps to protect yourself and your well-being.

Reconsidering the Value of Degrees?

One trend in the hiring market is that employers are becoming more flexible in their degree requirements for specific jobs. This is particularly true for positions requiring specific skills or experience but not necessarily a degree. For example, many employers are now willing to consider candidates with a relevant associate degree, certification, or industry experience in lieu of a traditional four-year degree.

One reason for this trend is the increasing recognition that a college degree is only sometimes a good predictor of job performance. In many cases, a candidate's practical experience and demonstrated skills are more important than their degree. Additionally, the rising cost of college and the growing number of people with student debt have made employers more open to alternative forms of education and training.

Another trend is that employers use various methods to evaluate candidates' competencies. This might include using skills assessments, conducting interviews with subject matter experts, and requiring candidates to complete a trial project or task. Some employers also use third-party certification programs to verify a candidate's skills and knowledge.

The trend towards more flexible degree requirements and alternative methods of evaluating competencies reflects a growing recognition that there are many paths to success in the workforce. Employers are becoming more open to considering candidates with various educational backgrounds and experiences. They are looking for a combination of skills, knowledge, and expertise to help them succeed in the job.

When Your Extra Work Causes Problems at Home

Taking on an extra project at work can benefit your career — but it can also sow conflict at home. If a big assignment comes up that you suspect could cause tension with your partner, try these strategies to balance going the extra mile at work and being a good partner at home.

• Be proactive, not reactive. Rather than waiting for special requests to sporadically arise, find ways to consistently contribute beyond your job description. This will make it easier to say no when something big comes up that you just can’t take on.

• Clarify whether extra work is actually required. Before saying yes, find out from your boss whether the organization really needs you on this, whether the task is as urgent as it might seem at first blush, and whether someone else could handle it instead.

• Communicate! If you feel you just can’t say no to the pressing demands at work, do your best to provide early notice to your partner — and make clear that you’re invested in helping them deal with the potential burden that the additional work might create (e.g., arranging for a babysitter, meal delivery, etc.) If your partner still asks you not to take on the work, it might be time to go back to your boss.

This tip is adapted from “You’re Working More. Here’s How to Talk to Your Partner About It.,” by Mark C. Bolino.

Don’t Focus Your DEI Efforts on the Calendar

Observances like Cinco de Mayo, Juneteenth, or Women’s History Month offer an opportunity to celebrate members of your community. But when you approach these celebrations as a quick and easy DEI win, your efforts will come across as opportunistic — or even cringeworthy. These three strategies will help ensure your approach is authentic and respectful.

Show up all year round. If your organization launches a splashy campaign for Pride month, but hasn’t considered equitable benefits for LGBTQ+ employees, customers, or community members, your efforts will be seen as performative allyship or rainbow washing. Instead, engage with your communities, identify their needs, and incorporate these into your year-round policies and practices.

Ask “Who is this for?” Too often companies make these celebrations about educating people who don’t identify with the group that’s being honored. Asking “Who is this for,” and shifting the focus of your programming accordingly, can help you increase connection and belonging for all employees.

Avoid tokenizing at all costs. Don’t ask the groups who are being celebrated to bear the burden of organizing your efforts. Consult them, integrate their input, and compensate them accordingly, but don’t place the onus on them.

This tip is adapted from “Don’t Let Your Calendar Dictate Your DEI Initiatives,” by Nani Vishwanath

Interrupt “Benevolent” Sexism on Your Team

As a leader, you have a responsibility to address "benevolent" sexism: attitudes, practices, and actions that seem positive but undermine supporting women at work, often under the pretense of helping, protecting, or complimenting them. (For example, not offering a high-visibility project to a woman because she has young children.) To interrupt benevolent sexism, start by increasing your awareness. Reflect on how ideas such as "men are responsible for protecting women" or "men and women are different and complementary" can actually be harmful. Check your assumptions about how people should or shouldn’t act based on their gender. Then, if you hear others making benevolently sexist comments, challenge them. For example, if a colleague wants to “save” a woman from a complex project, help them zoom out by asking: “What are the consequences of not involving her in this project? Wouldn’t it be better to ask her directly instead of assuming she won’t want it?” Finally, model equitable behavior by focusing on women’s competencies. Give feedback related to work results, instead of characteristics stereotypically associated with women, such as warmth or likability.

This tip is adapted from “Dismantling 'Benevolent' Sexism,” by Negin Sattari

Don’t Allow High Performers to Get Away with Toxic Behavior

If one of your highest performing employees is also one of your most toxic, what should you do? As productive as they might seem, these so-called toxic rock stars are a major problem and can drive away your other valued employees. Here’s what to do if you have a toxic employee on your team.

Take an honest look at your culture. If you suspect the person is not an outlier, or the only one participating in toxic behaviors, conduct a culture survey, focus groups, and one-on-one conversations with your employees to learn more. It’s important to know how you might be contributing to the problem, or allowing it to persist. Don’t be defensive about what you find — respond with humility, curiosity, and empathy.

Establish a reliable feedback process. Provide anonymous reporting opportunities so employees can feel confident they won’t be penalized for speaking up about a toxic colleague — especially if that person has a lot of organizational power and influence.

Establish a no-tolerance policy. Decisive action is critical. Otherwise you risk sending the message that bad behavior is OK as long as people are delivering results.

This tip is adapted from “Leaders, Stop Rewarding Toxic Rock Stars,” by Deepa Purushothaman and Lisen Stromberg

Keep Valuable Employees By Understanding What Drives Them

Every manager worries at some point that their best employees are eyeing the door. So, how can you assess whether your top talent is engaged? Are there ways to head off thoughts of leaving? Retaining valuable employees starts with having open and honest conversations about what they want and need. In your one-on-one meetings, ask how they’re feeling about their work and what they’re most excited about. If and when they ask for something — a raise, a new assignment, or a flexible work schedule — don’t make assumptions about what’s driving their request. Instead, just ask. You may not be able to give them exactly what they want, but understanding their motivations may help you meet their needs in other ways. Be transparent about what’s in your control and what’s not. For example, you can say, “I can’t guarantee that, but I hear that it’s important to you. I’m going to keep it in mind as we continue to navigate this uncertain future. You’re a valuable employee, and I’m going to do my best to give you those things when it’s in my control.”

This tip is adapted from “The Essentials: Retaining Talent,” by Women at Work podcast episode

Make Work More Fun

Is Having Fun at Work Important?

Short answer: Yes. Research shows that having fun at work plays a critical role in employee engagement, workplace creativity, and retention. A positive, enjoyable work environment not only boosts productivity but also helps organizations attract and keep top talent. In today’s competitive job market, building a culture that encourages fun can set your business apart and create a healthier, happier team.

The Benefits of Fun at Work

Fun at work is more than just a perk—it’s a strategic tool for employee satisfaction and performance. Studies have linked enjoyable work environments with improved collaboration, stronger problem-solving skills, and higher morale. Employees who experience joy and laughter at work are more likely to be engaged, less likely to leave, and better equipped to handle stress.

How to Add Fun to Your Workday

1. Gamify Your To-Do List
Turn everyday tasks into small wins. When you finish an item on your list, reward yourself with a quick walk, a short call with a friend, or even a small treat. This method keeps momentum high while making progress feel rewarding.

2. Switch Things Up
Changing your routine can spark creativity and make work feel less repetitive. For example, jot down challenging tasks on sticky notes, and when you finish one, crumple it up and toss it like a victory shot into the trash. Small rituals like this can bring energy and a sense of accomplishment.

3. Create a Workday Soundtrack
Music can boost focus and motivation. Build different playlists for different types of tasks—upbeat tunes for brainstorming, calming tracks for deep focus. Matching your rhythm to the music helps create a positive workflow and keeps your energy steady throughout the day.

4. Vary Your Location
Feeling stuck? Move your work to a new environment. Try finishing your tasks in a coffee shop, or take your next phone call on a walk. A simple change of scenery can refresh your perspective, reduce stress, and make work more enjoyable.

Incorporating fun into the workplace doesn’t mean sacrificing professionalism. Instead, it’s about creating an environment where employees feel motivated, valued, and inspired. By adding moments of enjoyment to the workday, organizations can boost employee engagement, creativity, and retention—all of which contribute to long-term success.

The Most Ridiculous Questions People Have Been Asked During Job Interviews

Sometimes off-the-wall random questions can still be telling during a job interview. For example, your employee could be wanting to know more about your personality and leadership skills by asking you what animal you embody the most. However, some questions employers are asked are just strange and unnecessary! Twitter users shared the most ridiculous questions/tests and requests they’ve faced in a job interview.

“I was locked in a room and told I had 45 mins to write a 2k-word essay (this was a social media job at a charity) This was after an hour-long interview where they asked questions like ‘what do you hate most about your current job’ + ‘do you drink’” –@maredparry

“I was asked how I would fit a giraffe into a fridge.” –@benellis90

“One bar made me create a dress out of black bin bags with other candidates as proof I could "work as part of a team" –@tillyjeanette

“What would your death row meal be and why?” –@Vicky_Warrell

“Are you married or with children? We need to know if you have distractions or will devote yourself fully?” –@andsoshethinks

Source: The Huffington Post

Harness Your Anger at Work

Anger is a difficult feeling to manage — especially in a work context. But anger isn’t inherently bad. In fact, it can serve you, if you know how to channel it. Here are some strategies to help you manage your anger when it arises at work.

Identify the needs behind your emotion. Clarifying questions include: What triggered my anger? Which feelings are underneath my anger? What steps can I take toward a resolution?

Acknowledge that a violation took place. If you’re hurt because of an unfair decision or mistreatment, you’re allowed to feel angry. Acknowledge what you’re feeling and name the violation.

Avoid excessive venting. Blowing off steam is not as productive as you might think. Rehashing a problem, without moving toward a solution, has been shown to make both you and the people listening to you feel worse, not better.

If you can, compose yourself before sharing your emotions. If your heart is racing and your muscles are tense, give yourself time to calm down before sharing how another's actions made you feel.

If you can’t communicate your anger, indirectly address your needs. Sometimes, you’ll be angry because of something you just can’t change. In those instances, look for ways to remove yourself from the situation and reach out to a friend or therapist who can help.

Channel your anger strategically. If you tap into it, anger can actually increase your confidence. Use it as motivation to effectively advocate for yourself.

Most Employees Feel Unappreciated By Employer

Lately, we are constantly hearing about the Great Resignation, but what is causing so many people to leave their jobs? Well, a new survey set out to discover just that and it turns out many workers simply want to know they are appreciated.

The new Bonusly poll finds:

• 63% of workers say they feel unappreciated by their employer daily.

• 59% insist they’ve never had an employer who actually appreciated their work.

• Recognition is so important to some that 29% would give up a week’s pay just for more recognition from their boss.

• As for why they feel unappreciated:

  • 41% say it’s because of favoritism among employees from management.

  • 39% say it’s management’s lack of communication and recognition.

• 46% of those polled have left a job because they felt unappreciated.

• Although 65% say they would stay with an unappreciative manager if they felt recognized by their co-workers and peers.

But showing appreciation isn’t the only area workers think employers need to improve. Other areas include:

• Compensation (32%)

• Benefits (PTO, medical care, etc.) (30%)

• Flexibility (work from home, hours, etc.) (29%)

• Management (29%)

• Career development programs (28%)

• Job security (28%)

Source: Bonusly

Controversial Workplace Monitoring: Employee Privacy Concerns

A small business owner in Wuhan, China, has drawn heavy criticism after it was revealed that he requires employees to send him screenshots of their daily phone battery usage before leaving work. The controversial practice has sparked debate online, with many people questioning the ethics of such intrusive monitoring.

Monitoring Smartphones for “Productivity”

Frustrated with his company’s recent underperformance, the employer reportedly became convinced that declining results were connected to how much time staff members spent on their smartphones during working hours. To combat this, he introduced a new rule: every employee must access their phone’s battery settings, capture the daily usage graph, and submit it to him before clocking out.

The idea was meant to track potential distractions, but instead it quickly raised concerns about employee privacy and micromanagement in the workplace.

Employee Backlash

One worker took to social media to expose the unusual policy, explaining that staff members are now expected to comply with this daily monitoring. While some employees voiced frustration and took the issue up with supervisors, others stayed quiet out of fear that pushing back could affect their job security.

Online reaction was swift. On Chinese social platform Weibo, many users condemned the boss’s actions as “useless,” “invasive,” and “a sign the company is in decline.” Some commenters even advised workers to start searching for other employment opportunities, suggesting that such extreme monitoring reflects deeper organizational problems.

The Bigger Issue: Employee Privacy in the Workplace

This case highlights a growing global conversation around workplace privacy and employee monitoring. While many organizations use productivity tools or digital systems to measure performance, requiring workers to disclose their private phone activity crosses into a gray area of employee rights and trust in leadership.

Experts warn that tactics like these can actually harm morale and decrease productivity, as employees feel mistrusted or undervalued. Instead, best practices for improving workplace performance focus on clear communication, goal-setting, and employee engagement strategies rather than surveillance.

Final Thoughts

The Wuhan phone-monitoring controversy serves as a reminder that balancing productivity with employee privacy is essential. While smartphones can be distracting, resorting to invasive oversight risks damaging workplace culture and driving talent away. For long-term success, companies are encouraged to adopt policies that promote trust, accountability, and collaboration instead of fear and control.

How to Be Less Self-Conscious at Work

Are you consistently concerned that your colleagues are judging you? Chances are that you’re not alone. But worrying about what other people think of you — especially at work — can be exhausting, and even distressing. To manage this feeling, make small changes to your behavior. For example, you might focus on active listening. The more attention we pay to things outside ourselves, the easier it becomes to have real, meaningful interactions. Pay attention to what someone says before trying to formulate your response. The key is not to develop the “perfect” answer but rather to make the other person feel heard in the moment. If someone asks you about your week, don’t rehearse what you feel is “the right answer.” Simply answer with whatever first comes to mind. If it’s big social events, like an office party, that stress you out, try creating a game plan ahead of time. This might mean buddying up with someone you trust, or picking three to four people that you know you’d like to talk to. Finally, be kind to yourself. When you feel embarrassed or anxious, imagine how you would treat someone in a similar situation. Try to stay grounded, compassionate, and give yourself some grace.

This tip is adapted from “How I Manage My Social Anxiety at Work,” by Rakshitha Arni Ravishankar

Leave the Door Open for Former Employees to Return

Your relationship with an employee doesn’t have to end when they leave your team. As a manager, it benefits you to end on good terms and leave the door open for them to return in the future. Here’s how to do that. First, destigmatize and normalize leaving. If you talk about employees who quit as traitors, you’ll cause those who remain to view them negatively, creating a culture that’s implicitly closed off to company alumni. Instead, make it clear during onboarding that it’s perfectly normal — even expected — to move on at some point. Talk openly about company alumni and what they’re doing now. Highlight any people who have left and returned to show that being a boomerang employee is possible. Focus on creating an excellent off-boarding experience, too. This could mean providing access to career coaches who can help departing employees land on their feet (assuming that’s financially feasible for your organization), or connecting them with other company alumni who might be good contacts moving forward. Be explicit that the door is open. You might say something like, “While we don’t want you to leave, we understand why you need to go and we’re here to support you. If — and when — you want to return, there will be a home for you here.” Finally, stay in touch. Check in with your alumni a few times a year, particularly if an opportunity arises that you think might be a good fit for them.

This tip is adapted from “Leave the Door Open for Employees to Return to Your Organization,” by Rebecca Zucker

Set Boundaries Early When You Start a New Job

When you start a new job, it's tempting to say “yes” to every request and opportunity that comes your way. But doing so can lead to you continually trying to live up to high expectations, which can be demoralizing and unsustainable. How can you set healthy boundaries in the first days of a new gig? Start by reflecting on what's driving you to overextend yourself in the first place.

Are you overly eager to prove your value? Are you afraid to say no? Is your passion for the work leading you to have unrealistic expectations of yourself? Once you identify what’s motivating you, consider the upside of setting healthy boundaries. While you might think expressing the limits of your capacity is a sign of weakness, it's in fact the opposite; setting boundaries proves you have self-awareness and possess strong time management, prioritization, and communication skills.

Next, articulate your personal preferences to your manager. That may include agreeing upon what time you will start and end work, when you’re able to respond to messages and attend meetings, when you take breaks during the day, and most importantly, the type of work you enjoy doing and what you have the bandwidth for. Your first few weeks and months on a job undoubtedly contribute to your reputation. It’s important to go above and beyond but to do so selectively and strategically to set yourself up to do your best work over the long haul.

Overcome Your Team’s Resistance to Change

Many teams suffer from “active inertia” — the tendency to seek comfort in the old ways of doing things, even when the world around you is changing. To help your employees meet the moment, there are two techniques you might try.

The “foot-in-the-door” technique. Start by asking people to do something small or easy. By agreeing to the request, and then meeting it, they develop a sense of commitment and confidence that makes them more enthusiastic about agreeing to the next (bigger) request. In other words, the path to big change is paved by lots of small steps and little bets — each of which builds on what’s come before.

The “door-in-the-face” technique. With this approach, you ask your employees to do something even more demanding than what you actually have in mind. The idea is that by setting aspirations that seem extreme, you can push people to perform at a level — and creatively solve problems — that would have otherwise felt unachievable. This often pushes people to imagine innovations or work-arounds they wouldn’t think of in the normal course of business.

This tip is adapted from “Persuading Your Team to Embrace Change,” by Bill Taylor

Responding to an Unreasonable Request

Sometimes you get asked to do something at work that just doesn’t seem reasonable. Maybe it would require extraordinary effort on your part, is last minute, or is just unfeasible. Here’s how to respond professionally and confidently. First, assess your relationship with the person making the request. What are the power dynamics at play? If it comes from your boss or an important client, for example, you might feel more pressure to comply.

Next, ask open-ended questions about what’s really behind the request to get a better sense of what's driving it. Their answers could help you propose an alternate solution that's easier to execute. If there isn't an obvious alternative, speak up for yourself. The person making the ask may have no idea that it’s unreasonable. Explain your circumstances and outline why what they're asking isn’t realistic for you. And finally, let the other person know if there’s something they can do differently next time they have a similar request. It’s a way to give gentle but direct feedback and make for more positive interactions in the future.

This tip is adapted from “How to Respond to an Unreasonable Request,” by Rebecca Zucker

In a Rut? Try These Simple Approaches to Re-Energize Yourself

We all fall into work ruts at times. Rather than trying to power through these moments, take a proactive approach to managing your energy. Here are some simple ways to give yourself a little boost when you’re feeling down.

Write your purpose on a post-it. This might be your overall career purpose (why you’ve chosen the profession that you are in) or a micro purpose (what’s motivating you to do a great job on a particular project or task). Keep it at your desk as a constant visual reminder of why you do what you do, especially when things are exhausting or stressful.

Create “a wall of encouragement.” Take any messages of encouragement, awards, positive feedback, or even memes that make you laugh and put them near your desk or store them in a digital folder. Look at them when you need to feel re-energized and appreciated.

Write up a "to-don’t" list. What things are you currently doing that are sucking up your energy? Identify which ones you can stop doing and put them on a list. These might be certain people that you decide not to see, habits that you want to break, or tedious tasks that can be automated or delegated.

This tip is adapted from “Stop Trying to Manage Your Time,” by Amantha Imber

Many People Want To Keep Working From Home

Many people learned both the joy and pain of working from home thanks to COVID. Surprisingly, most want to keep doing it. That’s the biggest takeaway from a new Harris Poll survey. Some 43-percent of people wish to keep working remotely.

Another 35-percent want a healthy mix of office and home workdays. And 25-percent can’t wait to get back to their cubicle and co-workers.

What is it about working from home that so many like? The flexibility. Also, we’re more in tune with health issues and going back into a pre-pandemic routine. Some don’t miss the small talk with co-workers.

Here’s the rub: employers want their staff back on site. Period. But, with people able to pick and choose their career of choice, it may bite companies. Cali Williams Yost, CEO of Flex + Strategy Group advises bosses to tread lightly, stressing “The DNA of work has changed. Employers need to acknowledge that.”

Source: USA Today

How to Have a Tough Conversation When You're Quarantined

There's plenty of reasons to avoid having serious conversations with the people you're stuck inside with right now. You might feel like the awkwardness would be too much to handle, you may be waiting until you can actually leave after the chat, or you might even be worried that your mate lost their mind after just one day of quarantine and this talk could push them over the edge.

But avoiding topics can only go on so long. There are some ways you can bring something up without creating a hostile living situation. Here are a few tips.

Set a time limit. We only have so much social energy each day, and after a day of working from home, and endless Zoom calls, you're probably running too low on yours to jump into a serious convo. Your best bet is to set a time limit upfront on things. Say something like, "I've only got about 20 minutes, but I want to talk about this topic." It gives you the out after the time is up, and it saves some social energy.

Be genuine. When has a sarcastic question ever help any situation? Ask questions that you're genuinely curious about instead of leading questions that try to prove your point. Also, if you find yourself annoyed with someone, asking them a bunch of questions could flip your brain into feeling my empathy.

Listen. Just listen. When someone is talking, avoid your instincts to solve their problems, give them advice, or even make some bold predictions for them. Just listen. It's that simple. You might not even know how to respond, and that's ok. Just let them know that you heard them, you understand, and maybe ask how you could help.