A toxic workplace is a environment where employees are subjected to harassment, discrimination, or bullying. It can also be a place where the employee is micromanaged or has a hostile work environment. Employees may feel unsafe or uncomfortable, and can be subjected to stress, anxiety, and depression. Common characteristics of a toxic workplace include:

• A negative or hostile work environment, where employees are subjected to abuse, aggression, or humiliation.

• Employees who feel unsafe or uncomfortable.

• Stress, anxiety, and depression.

Great Article: How every workplace became 'toxic'

There is no one-size-fits-all answer to fixing a toxic workplace, as the solutions will vary depending on the specific situation. However, some general tips for how to fix a toxic workplace include:

1. Establish clear expectations and communication channels. One of the main causes of toxic workplaces is a lack of clarity and communication. Employees often feel uncomfortable or stressed when they don’t know what is expected of them or when they feel like they are not being communicated with effectively. To fix this, establish clear expectations for everyone in the workplace, from management to the newest intern. Make sure everyone understands the company’s mission and values, and be clear about what is expected of them in terms of their job duties and behavior. Also, make sure to communicate effectively with employees. This includes providing regular updates on what is going on in the company, sharing relevant information, and addressing any questions or concerns as soon as possible.

2. Create a positive work environment. A positive work environment is key for creating a healthy, productive workplace. This includes ensuring that employees feel supported and respected, and that they have a good work/life balance. To create a positive work environment, start by fostering a culture of trust and respect. Encourage employees to be open and honest with each other, and create an environment where everyone is comfortable speaking up. Also, make sure to encourage employees to take breaks, and to get away from work when they need to. This will help them to stay fresh and focused, and will prevent them from feeling overworked and stressed.

3. Deal with conflict and negativity head-on. Conflict and negativity are often major contributors to toxic workplaces. When employees are constantly fighting or complaining, it can be stressful and demoralizing. To fix this, deal with conflict and negativity head-on. Address any issues as soon as they come up, and make sure to provide a forum for employees to air their grievances. Also, try to create a positive reinforcement system. This means rewarding employees for their positive contributions, and highlighting the good work that they do. This can help to offset the negative effects of conflict and negativity.

4. Encourage employee feedback. Employee feedback is essential for fixing a toxic workplace. When employees feel like they have a say in how the company is run, they are less likely to feel disgruntled or stressed. To encourage employee feedback, make sure to have an open feedback policy. This means that employees can provide feedback on anything, from their job duties to the company’s culture. Also, make sure to act on the feedback that you receive. If employees feel like their feedback is being ignored, they will be less likely to provide it in the future.

5. Invest in employee training and development. Employee training and development is another essential factor for fixing a toxic workplace. When employees feel like they are constantly learning and growing, they are less likely to feel stressed or unhappy. To invest in employee training and development, make sure to offer a variety of training programs that are relevant to employees’ jobs. Also, make sure to provide opportunities for employees to learn and grow outside of the classroom. This could include on-the-job training, mentorship programs, and job shadowing opportunities.

In any workplace, it's unfortunate but possible to encounter employees who can negatively impact the work environment. While people's behaviors can vary, here are some common employees characteristic traits:

1. The Gossip: This employee thrives on spreading rumors and discussing others' personal or professional lives. They enjoy creating drama and can undermine trust within the team.

2. The Negative Naysayer: Always pessimistic and quick to criticize, this individual consistently focuses on the downsides of any situation. Their negativity can demoralize colleagues and hinder productivity.

3. The Passive-Aggressive: This employee expresses their dissatisfaction indirectly, through subtle sarcasm, backhanded compliments, or withholding information. Their communication style can lead to misunderstandings and a hostile work environment.

4. The Credit Thief: These employees consistently take credit for other people's ideas and work, rarely acknowledging the contributions of their colleagues. They are more concerned with personal recognition than fostering teamwork.

 5. The Manipulator: Skilled at influencing others, this employee seeks to achieve their own goals at the expense of others. They may use charm, deception, or manipulation tactics to advance their agenda, creating a sense of distrust within the team.

 6. The Bully: This toxic employee displays aggressive behavior, verbally or physically, towards their colleagues. They often intimidate, belittle, or harass others, causing emotional distress and affecting team morale.

7. The Slacker: This employee consistently avoids work or shirks responsibilities, leading to increased workload for their teammates. They may rely on others to pick up their slack and can hinder the overall productivity of the team.

8. The Micro-manager: With a need for control, this individual closely monitors and interferes with every aspect of their colleagues' work. They lack trust in others' abilities and stifle creativity and autonomy within the team.

It's important to note that individuals may exhibit traits from multiple categories, and some behaviors can change depending on the situation. Recognizing and addressing toxic behavior is crucial for maintaining a healthy work environment and promoting collaboration and productivity.

When appropriate, try using this simple phrase (in a neutral tone) when responding to a toxic employee: Are you trying to be helpful or hurtful?  

Dealing with a toxic employee can be challenging, but here are some additional tips to help you and your management team effectively handle the situation:

1. Identify and document the behavior: Clearly identify the toxic behavior displayed by the employee and document specific instances. This documentation will be valuable if you need to address the issue formally later on.

2. Lead by example: Maintain your professionalism and set a positive example for others. Demonstrate respectful behavior and encourage open communication within the team.

3. Address the issue directly: If you feel comfortable doing so, address the toxic behavior directly with the employee in a private and calm manner. Provide specific examples of their behavior and explain the impact it has on the team and work environment. Offer them an opportunity to express their perspective.

4. Establish clear expectations: Clearly communicate the expected standards of behavior and performance for all employees. Reinforce the company's values and code of conduct, and make it known that toxic behavior will not be tolerated.

5. Encourage open communication: Foster an environment where employees feel comfortable expressing concerns and reporting issues. Encourage them to communicate their experiences with the toxic employee through proper channels, such as HR or a supervisor.

6. Provide support and coaching: If the toxic behavior stems from a lack of skills or poor performance, offer support and coaching to help the employee improve. Provide constructive feedback and guidance to help them understand the impact of their behavior and develop more positive approaches.

7. Involve your supervisor, regional management, HR or OOE: If the toxic behavior persists despite your efforts, or if the behavior is severe, involve HR or upper management to address the issue. Provide them with the documented instances of the behavior and seek guidance on appropriate actions to take.

8. Focus on team dynamics: Strengthen team relationships and morale by organizing team-building activities, fostering open communication, and promoting a positive work culture. Encourage collaboration and teamwork to counteract the toxic employee's influence.

Addressing toxic behavior is essential for maintaining a healthy work environment, but it's crucial to handle the situation professionally and ensure the well-being of all employees involved.

• Workplace bullying is verbal, physical, social or psychological abuse by your employer (or manager), another person or group of people at work

• Workplace bullying can happen in any type of workplace, from offices to shops, cafes, restaurants, workshops, community groups and government organizations

• Workplace bullying can happen to volunteers, work experience students, interns, apprentices, casual and permanent employees.

• Some types of workplace bullying are criminal offences. If you have experienced violence, assault and stalking you can report it directly to the police

• Be less active or successful   

• Be less confident in your work 

• Feel scared, stressed, anxious or depressed 

• Have your life outside of work affected, e.g. study, relationships 

• Want to stay away from work 

• Feel like you can’t trust your employer or the people who you work with

• Lack confidence and happiness about yourself and your work 

• Have physical signs of stress like headaches, backaches, sleep problems

• work or you as a person (including your family, sex, sexuality, gender identity, race or culture, education or economic background)  

• Sexual harassment, particularly stuff like unwelcome touching and sexually explicit comments and requests that make you uncomfortable 

• Excluding you or stopping you from working with people or taking part in activities that relates to your work

• Playing mind games, ganging up on you, or other types of psychological harassment 

• Intimidation (making you feel less important and undervalued)  

• Deliberately changing your work hours or schedule to make it difficult for you 

• Deliberately holding back information you need for getting your work done properly

• Pushing, shoving, tripping, grabbing you in the workplace 

• Attacking or threatening with equipment, knives, guns, clubs or any other type of object that can be turned into a weapon  

• Initiation or hazing - where you are made to do humiliating or inappropriate things in order to be accepted as part of the team. 

• Keep a diary. Documenting everything that happens, including what you've done to try stopping it. This can help if you make a complaint.

• Get support from someone you trust or contact support services.  Even if you don’t know anyone you can talk to, there are support services which are immediately available to help and support you in the Get Help section. This includes contacting your union steward.

• Approach the bully.  If you feel safe and confident, you can approach the person who is bullying you and tell them that their behavior is unwanted and not acceptable. Ask - "Are you ok?"

• Tell someone at your office. If you are unsure how to approach them, you might be able to get advice from your supervisor, Culture Lead or someone in the DEIA Program.  

• Make a formal complaint through the EEO Complaint Process.

Gossip in the workplace refers to the spread of rumors, personal information, or discussions about others' lives or work-related matters in a casual or unprofessional manner. 

While it may seem harmless or even entertaining to some, workplace gossip can have significant negative impacts on the overall culture and environment. Here's why:

1. Erodes trust: Gossip undermines trust among colleagues. When employees engage in gossip, it creates an atmosphere of uncertainty and doubt. People become cautious about sharing information or ideas, fearing they may be the subject of gossip themselves.

2. Damages relationships: Gossip can damage professional relationships and create divisions within teams. It breeds conflicts, resentment, and a sense of hostility among employees. It can also lead to the formation of cliques or factions within the workplace, which can further disrupt collaboration and teamwork.

3. Impacts morale and productivity: Workplace gossip contributes to a negative work environment, which can lower employee morale and engagement. When employees are preoccupied with gossip, it distracts them from their work, reduces focus, and decreases overall productivity.

4. Harms reputations: Gossip often involves spreading false or exaggerated information about individuals, tarnishing their reputation both personally and professionally. This can lead to damaged relationships, missed opportunities, and even potential career setbacks.

5. Creates a culture of fear: Workplace gossip creates an atmosphere of fear and insecurity. Employees may constantly worry about becoming the subject of gossip or being misjudged by their colleagues. This fear can stifle creativity, innovation, and open communication.

6. Breaches confidentiality: Gossip often involves discussing personal or sensitive information that should be kept confidential. When confidentiality is compromised, employees may hesitate to share information or seek support when needed, impacting effective collaboration and problem-solving.

7. Increases stress and anxiety: Being the subject of gossip or even being aware of the gossip taking place can cause significant stress and anxiety for individuals. It can lead to feelings of isolation, self-doubt, and a negative impact on mental well-being.

• Promoting a culture of open communication and respect.

• Encouraging employees to address concerns directly with the individuals involved rather than resorting to gossip.

• Implementing clear policies that discourage gossip and provide guidelines on appropriate communication.

• Providing training on effective communication, conflict resolution, and building positive relationships.

• Leading by example and ensuring that managers and leaders do not engage in or tolerate gossip.

• Creating channels for constructive feedback and addressing concerns within the organization.

By addressing and discouraging workplace gossip, the office can foster a healthier and more positive work environment that promotes trust, collaboration, and overall employee well-being.