Toxic Work Culture – Is It Always What We Think It Is?
If you Google “toxic work culture”, you’ll likely find something like this:
“A toxic workplace culture refers to an unhealthy work environment that has a detrimental effect on the wellbeing of employees, productivity, and can also impact company success and revenue.”
And if you’re in the UK, statistics suggest that three quarters (75%) of employees have experienced it at some point in their career. That’s a huge number, but what exactly are we talking about here?
I’ve experienced my share of difficult and challenging work atmospheres. But were they truly toxic… or just uncomfortable? In my case, some situations were more about personality clashes, people feeling threatened, poor morale, or, a lot of the time, internal politics. It’s surprising how often these issues blur into something that feels toxic without necessarily fitting the definition.
Is it just “office politics” by another name?
Not every tense workplace is inherently toxic. Sometimes, change alone is the trigger:
A new boss who isn’t liked.
A fresh wave of ideas that disrupt the “way we’ve always done it.”
A company convinced it has a “special culture” that newcomers are expected to adapt to immediately (“blue blood” springs to mind – if you know, you know)
These shifts can cause friction, but friction doesn’t always equal toxicity. The question is, when does challenging become harmful?
The signs that something deeper is wrong
The hallmarks of a genuinely toxic culture can include:
Persistent fear of speaking up.
Micromanagement on steroids.
Cliques and favouritism shaping decision-making.
A culture of blame instead of problem-solving.
Burnout is being treated as “part of the job.”
These aren’t just irritations; over time, they erode trust, well-being, and productivity.
The “why” behind the toxicity
So, what creates this environment? It’s rarely one single cause. It might be poor leadership, rapid growth without cultural alignment, unmanaged internal competition, or a values mismatch between employees and the organisation. Sometimes it’s simply neglect, a failure to spot early warning signs before they spiral.
How to handle it, as an employee
If you feel the culture is harming you:
Document your experiences - specifics matter if you need to raise concerns.
Find allies internally who share your perspective.
Set boundaries to protect your mental health.
Look ahead - sometimes, the healthiest option is to move on.
How to handle it, as an employer
If you recognise the problem:
Listen, without defensiveness, to feedback from staff.
Identify where leadership behaviours might be fuelling negativity.
Reset expectations and values, but live them, don’t just put them on posters.
Act quickly; culture rarely fixes itself.
Final thought
“Toxic” is a powerful label. Not every bad day or difficult colleague deserves it, but when the term does apply, the impact can be lasting. Understanding the signs, causes, and solutions, whether you’re an employee or an employer, is the first step to creating an environment where people can truly thrive.
