Skip to Main Content
Filter By +
Topic +

3 Tips to Empower Employees and Avoid a Toxic Work Culture

Getting ahead of the Great Resignation has been a challenge for every industry, one propelled by a wave of employees who are seeking to shift their careers or leave the workforce outright. There are many factors playing into this trend, but one may be more consistent than any other: a toxic work culture.

A negative environment often pushes away talent faster than any other issue. In fact, a report from MIT Sloan Management Review magazine revealed it is 10.4 times more likely to contribute to attrition than compensation.

Even well-meaning organizations can slide into toxicity without properly understanding the needs of their workforce. But by understanding what engages employees, we can foster healthier workplaces for them to truly thrive.

Give employees a voice

In an unhealthy culture, employees may often feel isolated or otherwise unheard. And without an outlet to voice their perspectives and feedback, it’s unlikely they’ll be inclined to stay with their employer.

""Using an intuitive survey tool to easily, anonymously and securely collect employees’ concerns and opinions helps build the platform they need to be heard. This demonstrates to every employee — from your most senior staff to the newest hires — that their insight is valuable.

At the same time, surveys are a gateway to meaningful and transparent dialogue. This technology also allows you to identify the most compelling aspects of your organization as well as what areas could be enhanced.

And delivering these surveys through employees’ mobile devices — ideally the same tool they use to manage their entire HR life cycle — gives them the flexibility the modern workforce needs.

Champion diversity, equity and inclusion

A healthy, inclusive work culture empowers every employee to be their authentic selves and work toward greater organizational goals.

In fact, the key to a healthier workplace may already lie in your leadership’s hands. According to a study from Gallup, 70% of the variance in team engagement — and thus the overall quality of their experience — is determined solely by the manager.

The relationship between your leaders and your talent is important. Helping your managers understand and manage bias allows them to address problematic behavior before it harms employees. This is especially crucial, given a separate survey from Gallup suggests 48% of the American workforce is actively searching or watching for new opportunities.

Additionally, offer your staff opportunities to share and reflect on their experiences in a welcoming and safe setting. I’ve had the opportunity to take part in a program called Better Conversations, which gives my colleagues a platform to discuss social injustice, wellness, parenting and more.

If this isn’t an option, a versatile learning management system helps deliver microlearnings on important subjects relevant to employees’ development anytime, anywhere.


Prioritize mental health

While you may not be able to address every internal struggle your people face, you can provide them with the resources they need to enhance their mental well-being.

Consider offering some of the following options when you craft your mental health strategy:

  • employee assistance programs
  • on-site well-being advisors
  • financial literacy courses
  • self-help apps to promote mediation, mindfulness and exercise

Remember, offering a safe and supportive workplace not only protects employees, it inspires them.

Explore Paycom to see how you can promote a healthier work culture with the help of one easy-to-use app for HR and payroll tasks.

DISCLAIMER: The information provided herein does not constitute the provision of legal advice, tax advice, accounting services or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional legal, tax, accounting or other professional advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation and for your particular state(s) of operation.

About the author
Author picture, Jennifer Kraszewski
Jennifer Kraszewski
Jennifer Kraszewski, Paycom’s senior executive vice president of human resources, has more than 20 years of HR leadership experience, driving transformative, business-focused human capital strategies in high-growth industries to achieve efficiencies, compliance and employee engagement. Named by Human Resource Executive® magazine as one of the Top 100 HR Tech Influencers in 2020 and 2021, Kraszewski is a featured blogger and hosts webinars on HR topics through the Society for Human Resource Management, HR Daily and She is SPHR- and SHRM-SCP-certified.