Workplace Culture: How Can You Overcome The 10 Silent Killers?

Culture is often thought of as the lifeblood of an organisation. It encompasses the shared values, beliefs, and practices that shape how employees interact, make decisions, and approach their work. It influences employee behaviour, impacts engagement and motivation, drives overall performance, and plays a huge role in the success of any business.  Building a positive workplace culture is crucial, but, even more important is protecting that positive culture from subtle destructive forces that threaten its success. We think of them as silent killers of culture and today we’re going to explore the 10 most common culprits we find in organisations, and how you can counteract them effectively.

1. poor Communication

The importance of fostering open and transparent communication across all levels of your organisation is crucial for a positive work culture. Breakdowns in communication can breed resentment, create misunderstandings and result in employees feeling ignored and undervalued.

How can you stop poor communications from affecting your organisation? Establish regular, consistent check-ins, team meetings, company updates and feedback sessions. Create communication channels that are easily accessible and encourage employees to share their thoughts, concerns and opinions often and regularly.

2. Micromanagement

Nobody wants to feel constant scrutiny or that their every move is being monitored and evaluated. Micromanaging your team stifles creativity and leads to frustration. When employees feel they’re being constantly watched and controlled, it can cause them to disengage, feel dissatisfied, and demotivated This impacts their productivity and can even result in them leaving the organisation.

Instead, you should aim to cultivate an environment of trust, empowering your employees to take ownership of their responsibilities. Trust them to make decisions and offer guidance and support when they need it. By setting clear expectations and allowing autonomy you will build confidence, encourage innovation and enhance the overall productivity of your teams.

3. Burn-out culture

Terms like ‘work-life balance’ and ‘burnout’ have gained prominence recently. Work-life balance is the idea that we work to live not live to work- where there is a harmonious balance between your work and personal life. A culture that glorifies long hours and an ‘always on’ approach is likely to cause employees to suffer from burnout- exhausted physically, mentally and emotionally. Burnout not only affects employee wellbeing but it can also diminish productivity, lead to disengagement, and result in higher turnover rates – directly affecting your organisation.

You can proactively promote a healthy work-life balance for all your employees by establishing clear boundaries around working hours. Encourage employees to take regular breaks, use their annual leave allowance and disconnect outside of their core working hours. By offering support systems such as wellness programmes, mental health support and flexible working arrangements you can help employees better manage stress. Leaders in your organisation must model this behaviour by respecting the boundaries set. Organisations that prioritise employee wellbeing are more desirable employers and sustain long-term success for their organisation and people.

4. Blame

We all make mistakes – they are an inevitable and natural part of any workplace and provide valuable opportunities for learning and growth. However, how people in an organisation respond to those mistakes can profoundly affect its culture and overall effectiveness. When errors are met with finger-pointing and blame it can lead to a detrimental culture of fear and defensiveness which stifles creativity and discourages innovation, risk-taking and open communication. Employees will fear being blamed for errors, no matter how small.

Look to create a culture which fosters a growth mindset where mistakes are owned and viewed as learning opportunities rather than opportunities for blame to be passed. Recognise and celebrate instances where mistakes lead to valuable lessons or improvement. By changing the narrative, organisations can create a culture that focuses on problem-solving and continuous improvement, and values learning. This shift not only enhances individual and team performance but also fosters a more collaborative and supportive work environment. Emphasising growth over blame helps build trust, encourages innovation, and ultimately leads to greater organisational success.

5. Favouritism

Favouritism can severely undermine a workplace’s integrity and morale. All employees should be treated equally and fairly. If you recognise the contributions of your team by personal preference rather than by merit, you’re likely to experience decreased morale, productivity and high employee turnover.

Performance reviews, promotions and rewards should occur in fair and transparent processes. Managers should receive training to recognise and mitigate both conscious and unconscious biases, using data-driven performance metrics to inform their decisions rather than personal relationships. Creating a fair and equitable work environment is essential for maintaining employee engagement and fostering a positive organisational culture. By prioritising merit and transparency, organisations can enhance employee morale, productivity, and overall effectiveness.

6. Lack of feedback and recognition

Praise makes the world go around. Just kidding…kind of. Praise is, however, an important part of creating a positive culture. If employees are working hard and feel that their efforts are going unnoticed, they’re unlikely to stay motivated to continue working as hard and can become disengaged. In a similar vein, a lack of constructive feedback can hinder their growth, leaving them feeling like they aren’t progressing, advancing or improving in their roles.

Implementing regular recognition and feedback into your culture is important. Celebrate your employees’ wins, no matter their size and ensure they have feedback to help them advance their careers and grow. And remember, recognition and feedback should always be timely and specific. Show your employees they’re valued- every day not just on days like employee appreciation day –  but that is a great day to start!

7. Short-term focus

While small, easy quick wins can feel great and give an instant boost, putting all your energy into immediate results can at times hinder long-term success. When your organisation has a short-term focus, you might find yourself cutting corners and making decisions solely for the quick wins and not for sustainable long-term growth.

All decisions you make should align with your company’s strategic growth goals. Investing in employee development and smart strategic planning fosters a culture that values long-term success. By finding a balance between achieving quick wins and planning for the future, you’ll build a more resilient and forward-thinking organisation that’s ready for whatever comes next.

8. Failure to embrace change

Change is constant, but it can be scary. Why? Because change rarely comes without the investment of time, money and resource. This can be unsettling because it involves stepping out of familiar routines and investing in new approaches or technologies. However, organisations that are resistant to change will be left behind. As the business landscape continues to change and evolve it is the organisations who embrace change that will stay ahead and stand the test of time.

Rather than fearing change, embrace it as an opportunity for growth and improvement. An organisational culture that welcomes change is more likely to thrive, stay relevant and sets itself up for success. Involving employees in the change process will foster a sense of ownership and when employees understand the reasons behind changes and see the benefits, they are more likely to support and engage with new initiatives. Clear communication about how changes will make things better, whether it’s through better efficiency, happier customers, or new opportunities, can make a big difference. Organisations that manage change well, not only adapt more swiftly but also gain a competitive edge, as they are better positioned to leverage new opportunities and address challenges proactively.

9. Ego-driven decision making

An organisation should make decisions that will help them in the pursuit of their goals, not to serve the ego of individuals. When decisions are made for ego they’re not typically made with strategic goals in mind, resulting in poor outcomes.

Decisions should never be made in silos. Instead, your organisation should create a collaborative decision-making process that includes a variety of people from all levels. Why? Because this will ensure diverse perspectives and you’re more likely to make well-rounded decisions that truly support the company’s overall goals. This approach not only helps in making smarter choices but also fosters a more inclusive and engaged work environment. Successful organisations are those where the organisations’ goals take precedence over personal agendas.

10. Pitting team members against each other

Competition can be healthy – it can drive people to do their best and push for better results.  However, when competition turns toxic it will create a cutthroat environment where employees see each other as competition and not colleagues. The importance of fostering strong, positive relationships at work is fundamental for success. Having a team that thinks of each other as the enemy will undermine teamwork and can even lead to unethical behaviour just to get ahead.

Fostering a collaborative culture where your team is encouraged to work together and support each other is key to a successful and harmonious workplace. There’s strength in numbers and the team that works together and share their strengths is more likely to win together than a team that’s always at odds.

The health of your organisational culture is crucial to the success and sustainability of your business. When you recognise and address the silent killers, you can take the steps to create a positive and inclusive environment where everyone thrives. Culture is not static; it is constantly evolving and requires ongoing attention and nurturing. Committing to continuous improvement and creating a positive culture that values employee well-being, growth, and contributions will help create a workplace where your people grow and feel truly valued – setting up your organisation and its people for success.

If you have any queries about culture or how organisational development can set your team up for success, please do not hesitate to contact Anna Phipps, Aideen O’Neill, or your usual AAB People contact.

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