(ARCHIVE) When The Workplace Heads Downhill

We are all aware of how work can be stressful. Beyond everyday stress, there are events and situations that can lead to severely unhealthy workplace environments. Unfortunately, these environments can negatively affect the psychological wellbeing of its employees. It is important for organizations and employees to recognize signs of an unhealthy work environment and work to stop the downhill spiral.

Dr. Ronald E. Riggio is an organizational psychologist and author of “Improving Leadership in Non-Profit Organizations”. He and his colleagues have come up with 5 basic signs that workplace quality is deteriorating.

1. “All Sticks and No Carrots” – This is making reference to an environment in which management focuses solely on what employees are doing wrong.

ACTION: The “wrong” is often a sign of a larger problem within the organization. It is important for leadership to genuinely motivate and encourage employees.

2. “The Creeping Bureaucracy” – Riggins refers to this environment as having so much red tape that productivity is hindered.

ACTION: Standards and procedures are good in theory, but can also be used as an excuse for not getting any work done. Leadership must take it upon themselves to make changes that assure a better way of operating.

3. “The Gigantic Bottom Line” – This makes references to an administration having tunnel vision. There can be focus on profits, money, or cost reductions.

ACTION: If an organization wants to stay strong, leadership cannot place the employee and the work environment on the back burner. An organization is only as good as the quality of its workers.

4. “When Bullies Rule The Roost” – This is the red alert of a deteriorating work environment. The best employees are loss and the worst begin to take over. This includes verbal, nonverbal, and psychological harassment of employees.

ACTION: If leadership allows the workplace to reach this level of dysfunction, there are often irreversible damages.

5. “Losing The Human Touch” – This is best understood when employees experience the moment in which they realize “It doesn’t feel the same around here”.

ACTION: Human capital should be just as significant as financial capital. Human Resources should be a resource of advocacy for the psychological and mental health of employees.

* Do you know what is being celebrated today? Head here!