Bullying Behaviors – Tips to Stop Toxic Cultures Developing

bullying behaviors cultures

When hostile, bullying or other unpleasant behavior is ingrained in the workplace’s culture, it is said to be toxic. Employees are under stress, communication is hindered, there is a prevalent blaming culture, and bad attitudes and behavior are encouraged (subtly or overtly) in toxic work environments.

At the same time, in a toxic work environment, managers frequently display favoritism, rewarding particular employees for going above and beyond to achieve achievements, regardless of the human toll.

According to a recent study, 70% of working adults acknowledged that they have at some point in their careers working in a toxic atmosphere. Additionally, Metro stated in August 2021 that hazardous work environments are the reason nearly one-third of employees quit their employment.

Employees not wanting to go to work are frequently the most tragic indication of a toxic environment. They lack motivation, are drowsy, and are conflicted.

When the psychological contract of a company’s employees is broken, toxicity frequently starts. It might start right away if a new employee shows there full of optimism and drive only to learn that the job description or the company culture they were told was false.

Or it might develop gradually as consumer trust in the business declines

Even when employers have the best of intentions, toxic workplaces can develop as a result of employees becoming more and more dissatisfied, which feeds a festering pool of unhappiness. When this occurs, it’s frequently because employees once shared the company’s mission, but their beliefs shifted over time.

If a high-ranking worker who doesn’t care about other people’s feelings ascends to the top, a poisonous work atmosphere may also develop. They put outcomes above all else because they don’t understand the significance of motivation theory or its effects. Human relationships start to suffer, as do employee relationships.

When there is unhealthy rivalry for resources, an unfavorable work atmosphere can also develop. Employees may be vying for resources like money, time, overworked team members, or even the manager’s time or attention.

Psychological safety begins to erode when this occurs

Negativity feeds on itself. Employees who experience bullying may begin to bully others (even though, technically, harassment is unlawful in the UK). It is either implicitly or openly encouraged to backbite. As trust declines, a poisonous culture sets in as the norm for conducting business.

While placing emphasis on results and performance over people may initially appear to be a beneficial strategy for some firms, the costs associated with fostering toxic work environments rise with time.

It is possible to remediate toxic cultures before it is too late. “In a supportive environment, instances of possible cheating or bullying are dealt with right away, before they are repeated, made public, and subject to scrutiny. Then, action can be taken. There isn’t a pattern of poor behavior that keeps happening, which is a sign of a poisonous culture.

By doing the following, HR can take proactive measures to assist in locating, addressing, and resolving the underlying causes of a toxic work environment:


It is unfair to expect HR personnel to eliminate a toxic work environment on their own, even though they are much more exposed to its effects due, in part, to the fact that they hear about it from numerous sources. You can by own self take Online Counseling for addressing mental health issues.

In a toxic work environment, employees also have the chance and, in fact, the duty to change their attitudes and behavior. For instance, staff members can:

  1. Consider disagreement as a positive thing.
  2. Communicate with people on a human level.
  3. Consider things from the viewpoint of others.
  4. Listen without bias and with open ears.
  5. Place no blame. Be inquisitive.
  6. What could they possibly do differently the next time?
  7. Recognize that frustration can occasionally hide fear. Their coworkers could only require advice or assistance.

Because it takes a lot of time and money to heal a dysfunctional culture, organizations must be proactive in managing their cultures. Be patient yet proactive whether you work in HR or are an employee in a hostile workplace.

At the end of the day, remember that you deserve and need support if you’re struggling. Take Counselling Online if you are looking for support from mental health professional.

To ease the stress of administrative HR obligations, it is acceptable to seek assistance with your HR processes and procedures. Additionally, seeking mental health support at work is acceptable.

The most resilient people are those that acknowledge their weaknesses in order to improve.