5 Ways You May Be Undermining Your Workplace Culture Without Realizing It
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Quite often, managers are propelled into a leadership role without any specific management training. They are probably excellent at completing the actual work -- meeting deadlines, working within budget limits, and working with a network of colleagues to get the job done. But how are you supposed to create and sustain a good team culture? And just as importantly, what habits or behaviors might unintentionally contribute to an unfavorable workplace culture?
While many factors can negatively influence organizational culture, certain behaviors are especially damaging when left unaddressed. Below are the most common culture killers that can undermine even the strongest teams. However, before examining them individually, it's important to understand why workplace culture matters in the first place.
Did you know that job satisfaction consistently remains one of the top factors in whether an employee stays at their current job or looks for another? According to the College and University Professional Association for Human 四虎影视 (CUPA-HR) , "The strongest correlate of retention is the same as it was in 2023 -- general job satisfaction." Within the category of job satisfaction are factors such as being valued by others at work, being recognized for contributions, and having a good relationship with one's supervisor. So, workplace culture is indeed very important for retention. Let's look at the harmful behaviors that might be derailing your team culture.
5 Behaviors That Undermine Workplace Culture
Review each behavior and complete an honest internal assessment of which behaviors you might be displaying.
1. Not living the example.
It can be easy to let the idea of being in charge go to one's head. That's usually when leaders start to expect different treatment than their staff. Next, those same leaders behave as if they have different rules than their staff. "Good leadership is about doing whatever you can to support [staff members] and guide them. That starts with being a constant example," remarked Angela Foster, assistant vice president in human resources, University of Illinois System. Leaders really need to be the living example for the whole team. Expecting deferential treatment and not giving mutual respect is a fast way to tank team morale.
2. Communicating about work only.
People bring their whole selves to the workplace. When they report to leaders who show no interest in human connection, beyond project updates, their engagement decreases. This decreased engagement can lead to strained working relationships, more errors, and lower overall productivity. It's not a supervisor's place to insist on digging into someone's personal details, but it is their place to make real connections that make working together easier. Foster, who leads a team of 13 people, shared this insight: "Getting to know the members on your team naturally builds trust. That trust is what will get you through the hard times." Consistently engaging with team members helps to build psychological safety. And that safety encourages team innovation and collaboration.
3. Engaging in sneaky forms of micromanaging.
We've all heard of the term micromanaging, and many of us have suffered under the leadership of a micromanager. But there are some micromanaging behaviors that you might not have considered. A common example is having an unwritten rule that staff must have an available status on instant messaging platforms. If there is a team norm that compels people to feel they must always be available for messages, there is likely growing frustration about this expectation. This goes back to trusting employees and how they manage their time. No one wants to feel they can't step away from their desk for a break without being judged for it.
4. Failing to give recognition or express appreciation.
This culture killer is one that often gets pushback from leaders. The practice of regularly recognizing and appreciating staff doesn't mean thanking them just for coming to work. But as the unique individuals that we are. And there are different ways to provide recognition. Some people enjoy being recognized during a team meeting. Some would prefer a heartfelt and specific email that they can reference periodically. Take the time to learn what kind of recognition resonates with your staff the most and then implement it on a regular basis. Incorporating periodic recognition and appreciation into your leadership style will greatly improve overall work culture.
5. Not addressing the elephant in the room.
For , it can be hard to know when and how to address any group tensions, employees with negative attitudes, and any other team issues. The reality is that if there is an issue within the team, everyone is likely aware of it and waiting for it to be addressed. Allowing a problem to fester for too long can easily lead to a team culture of mistrust. It might not be natural for you to have difficult conversations, but making the effort is worth it. Even when people don't agree with a leader's response, they are likely to respect that an issue is being addressed promptly.
This list is not fully exhaustive, as there are other ways that leaders can unintentionally harm team culture. But removing these five tendencies from your leadership style will give your culture a big boost and raise your staff's confidence in your leadership abilities. This list represents soft skills that were once considered less important than technical skills. Leaders who recognize the value of these skills can build stronger, more connected teams, which is just as important in the workplace as technical expertise.
