Maybe the least spoken topic, which requires highest attention is toxic culture and suicide-The new normal. In the article we will be discussing the toxic work culture and solutions. You might daily find a News on various platforms of employees committing suicide due to toxic work culture or target pressure. This has surely become the new normal. The WHO Data says around 3000 people die per day due to road accidents, but unfortunately, even the Apex institution such as WHO does not have any data on how many people died due to work pressure. Does it mean there is no toxic work culture or we are ignoring it completely. The latter seems to be more reasonable. Let’s deep dive and understand the situation to get the solutions.
What is Toxic Culture?
Everyone is saying the work culture at my place is toxic, be it IT firm, financial institution and corporate firm or an MNC. If you ask individual to define the toxic work culture, then some would say because I am overburdened ,some says targets at my workplace are unrealistic and we are over pressurised to achieve those targets, some feel shortage of men power as toxicity so there is different criteria for different individual to define toxic culture
Everyone wants a dreamjob, and when he gets one, he thinks of dream working conditions as well. But when those expectations are not met, the person starts feeling uncomfortable and he is introduced to a new term called “toxic work culture” by colleagues.
So in general, toxic work culture is a pseudo working environment where expectations of the employees are not fulfilled by actual working conditions .
Factors behind to toxic work culture
A unreality targets
B. No work life balance.
C. Overburden work force.
D. Office politics.
E. Extremely high expectations by management.
F. Cut throat competition in industry.
G. Social disconnect with colleagues.
Signs indicating suicidal tendency in a person
If you see someone at your workplace stressed and if he indicates following signs, then he may have developed suicidal tendency and needs urgent attention
A. Someone with sudden mood change ,silence, or emotional outburst.
B. Someone with a highly speculative lifestyle without any strong financial background and beyond his income capacity, this kind of person may have indulged in an activity which might push him to no return point. He needs to be counselled immediately.
C. Sudden drop in performance level of highly skilled and high performing employee due to personal and family issues. As this person has set high standards for himself, he might not cope with this low performance cycle. And hence may experience stress.
D. A person who has recently faced any public humiliation, be it official or personal he might be under depression. Handle him with utmost precautions.
Where institution are failing to identify these signs
A. Institutions are ignoring personal and emotional needs of its employees.
B. Prioritising target achievements over employee well-being.
C. Work allotted to employees are requirement based not Caliber based.
D. Completely ignoring the social connect of employees with each other.
Let’s Create better workplace
According to MIT, Solan management review report a toxic work culture is over 10 times likely to contribute to an employee quitting their job, then low pay. It is the ultimate need of the hour to address these issues to reduce quitting jobs and suicidal cases and provide a better working conditions. In a highly competitive work Environment and target driven industry Is it really possible to provide better work conditions? The answer is a big YES. As per Havard business review report, self motivated employees are 76% more likely to meet or exceed the targets then employees under stress and pressure. It clearly states that motivation and discipline works better than pressure and compulsion. Following steps may be adopted to provide a better workplace and create greater employee satisfaction.
A. Set realistic targets for employees, ensure a roadmap to achieve the targets.
B. Rather than humiliating, the non-performer or under performer mentor them, guide them, train them to perform in line with organisational goals.
C. Assign task as per specialisation of employee, multitasking, weakens performance in a long run.
D. Regularly organise functions which enable employees to socially connect with each other.
E. Every organisation must have help centres where employees can share their issues and problems anonymously. Focus must be on providing solutions rather than knowing the identity.
Few final thoughts
As an employer, every organisation must provide the best working condition and as an employee, it’s our duty to put our best foot forward to meet organisational goal. It is a life long partnership. Let’s walk hand in hand.
“Let’s be brave and creative to grow together”