Toxicity in the workplace is like a slow-acting poison, eroding trust, productivity, and morale. However, the potential for positive change is always there. Even the most damaged workplace cultures can be healed. It takes commitment, time, and a willingness to change, but rebuilding a positive and healthy environment is not just a possibility; it’s a certainty. Here’s how.

Steps to Rebuild Trust and Morale

Rebuilding trust and morale after a toxic workplace culture is paramount. It’s about acknowledging the past, demonstrating a genuine commitment to change, and actively involving employees in healing.

Acknowledge the Past

• Honest Assessment: Leadership needs to openly acknowledge the damage caused by the toxic culture. Honest assessment involves taking ownership of past mistakes, validating employees’ experiences, and expressing sincere remorse for the harm inflicted.
• Transparent Communication: Communicate openly and honestly about the steps to address the issues and prevent them from recurring. Transparency is crucial in rebuilding trust and fostering a sense of security among employees.

Demonstrate Commitment to Change

• Actionable Plan: Develop a clear and actionable plan for addressing the root causes of the toxic culture. This plan might involve implementing new policies, providing training and development opportunities, or changing leadership structures.
• Consistent Follow-Through: It’s not enough to talk about change – you need to demonstrate it through consistent action. Ensure that the plan is implemented effectively and that progress is communicated regularly to employees.

Active Employee Involvement

• Feedback and Input: Actively seek employee feedback about their experiences and ideas for improvement. Create safe spaces for open dialogue and ensure that their voices are heard and valued.
• Empowerment and Participation: Involve employees in rebuilding the culture. Give them a sense of ownership by inviting them to participate in decision-making, problem-solving, and shaping the future of the workplace.

Actively Rebuild Relationships

• Open Communication Channels: Encourage open and honest communication at all levels of the organisation. Foster a culture where employees feel comfortable sharing their thoughts and concerns without fear of retribution.
• Conflict Resolution: Provide training and support for conflict resolution and encourage healthy communication practices. Address conflicts promptly and fairly to prevent them from escalating and damaging relationships.

Celebrate Small Wins

• Recognise Progress: Acknowledge and celebrate even small victories along the way. Recognising progress helps to build momentum, boost morale, and reinforce the positive changes that are taking place.
• Show Appreciation: Express genuine appreciation for employees’ efforts and contributions. Recognise their hard work and dedication, especially during the challenging process of rebuilding trust and morale.

Examples of Actions to Rebuild Trust and Morale

• Town hall meetings where leadership addresses concerns and shares progress updates.
• Employee surveys to gather feedback and identify areas for improvement.
• Team-building activities to foster connection and collaboration.
• Individual recognition programs to acknowledge outstanding contributions.
• Open-door policies to encourage open communication and accessibility to leadership.

By taking these proactive steps, you can create a foundation of trust and begin to heal the wounds caused by a toxic workplace culture. Remember, rebuilding trust and morale takes time and consistent effort, but the investment is well worth it. A positive and supportive work environment fosters employee engagement, productivity, and overall well-being, leading to long-term success for both individuals and the organisation.

Establishing New Norms and Values

Once you’ve begun the process of rebuilding trust and morale, the next crucial step is to define and embed new norms and values that will serve as the bedrock of your revitalised workplace culture.

Collaborative Value Definition

• Engage Employees: Don’t dictate values from the top down. Instead, involve employees in the process of defining what matters most to them in the workplace. Use surveys, workshops, or open forums to gather input and create a shared vision for the future.
• Authenticity is Key: The values you choose should be more than words on a poster. They must reflect your organisation’s genuine aspirations and something everyone can believe in and connect with.

Clear Communication

• Transparency: Once your new values are defined, communicate them clearly and consistently to everyone in the organisation through various channels, such as company-wide meetings, internal newsletters, and visual reminders throughout the workplace.
• Leadership as Role Models: It’s vital that leaders embody the new values in their actions and decisions. Their behaviour sets the tone for the entire organisation, demonstrating a genuine commitment to change.

Aligning Practices with Values

• Policy Review: Critically examine existing policies and procedures. Do they align with your new values? If not, make necessary adjustments to create a cohesive framework that supports the desired culture.
• Performance and Rewards: Tie performance evaluations and rewards systems to the new values. Recognise behaviours that exemplify the positive culture you’re building.
• Hiring & Onboarding: Integrate your values into your hiring and onboarding processes. Look for candidates who not only have the right skills but also demonstrate a good cultural fit. Make sure new employees are introduced to your values from day one and understand their importance.

Ongoing Reinforcement

• Regular Training: Provide regular training and development opportunities that focus on reinforcing your values. Regular training can include workshops on communication, conflict resolution, diversity and inclusion, and ethical decision-making.
• Open Feedback Channels: Create an environment where employees feel comfortable providing feedback about their experiences. Open feedback can be through anonymous surveys, suggestion boxes, or regular one-on-one meetings.

Example of New Norms and Values:

• Value: Respect
  • Norms: Actively listen to colleagues, provide constructive feedback, and celebrate diversity.
• Value: Collaboration
  • Norms: Encouraging open communication, sharing knowledge and expertise, and working together to achieve common goals.
• Value: Innovation
  • Norms: Embracing new ideas, taking calculated risks, and learning from failures.
• By actively involving employees, communicating transparently, and aligning practices with values, you’ll be well on your way to establishing a new cultural foundation that promotes a healthy, positive, and thriving workplace for everyone.

Maintaining a Healthy Culture Long-Term

Rebuilding a positive culture after toxicity is more than just a one-and-done project. It’s about fostering an environment that continually supports growth, adapts to challenges, and reinforces those hard-won positive changes.

Regular Pulse Checks

• Employee Surveys and Feedback: Regularly collect anonymous feedback through surveys to gauge employee sentiment, identify potential issues early, and track progress over time.
• Open-Door Policies and Stay Interviews: Encourage open communication and create safe spaces for employees to voice concerns or provide feedback without fear of reprisal. Conduct “stay interviews” to understand what keeps your valuable employees engaged and identify areas for improvement.

Continuous Learning and Development

• Training and Workshops: Offer ongoing training and workshops about relevant topics like communication, conflict resolution, leadership, and diversity and inclusion. These help to reinforce positive behaviours and equip employees with the skills they need to thrive in the new culture.
• Mentorship and Coaching: Implement mentorship and coaching programs to provide individual support and guidance, foster personal and professional growth, and create a sense of belonging within the organisation and appreciation
• Celebrating Successes: Regularly acknowledge and celebrate individual and team accomplishments, both big and small. Celebrating success reinforces positive behaviours and creates a sense of shared purpose and achievement.
• Employee Appreciation Programs: Implement formal recognition programs to reward outstanding contributions and demonstrate appreciation for employees’ hard work and dedication.

Adaptability and Resilience

• Embrace Change:  Recognise that change is inevitable and be prepared to adapt your culture as your organization evolves. Encourage flexibility and a willingness to learn and experiment.
• Learn from Setbacks: Don’t be afraid to acknowledge and address setbacks along the way. Use them as opportunities for learning and improvement, and demonstrate resilience in the face of challenges.

Leadership Commitment

• Lead by Example: Leaders at all levels must consistently demonstrate their commitment to the new culture through their actions and decisions. Their behaviour sets the standard for the entire organisation, and others must follow suit.
• Invest in Your Culture: Make culture a strategic priority and allocate resources accordingly. Invest in training, development, and initiatives that support a healthy and thriving workplace.

Examples of Long-Term Maintenance Strategies

• Regular team-building activities to foster camaraderie and collaboration
• Employee resource groups to provide support and create a sense of community for underrepresented groups
• Wellness programs to promote physical and mental well-being
• Flexible work arrangements to support work-life balance

By actively listening to your employees, providing ongoing support and development opportunities, and demonstrating a genuine commitment to maintaining a positive culture, you can ensure that your organisation thrives in the long run.

Nurturing a healthy culture is an ongoing process, not a destination. It requires constant attention, dedication, and a willingness to adapt and evolve. But with consistent effort, you can create a workplace where employees feel valued, respected, and empowered to do their best work.

Leaders embarking on this journey remember that transformation takes time and persistence. Don’t give up; stay committed to building a workplace where everyone can thrive. The rewards of a healthy, positive workplace culture are immeasurable, leading to increased employee engagement, higher productivity, and improved overall well-being for everyone involved.

Ready to take the next step in cultivating a thriving workplace culture?

Our workshops and leadership programs are designed to equip you with the tools and strategies needed to foster a positive and empowering environment.

Learn how to:

• Actively listen to your employees and create a culture of open communication.
• Provide ongoing support and development opportunities to help your team grow and flourish.
• Demonstrate a genuine commitment to maintaining a positive culture that inspires and motivates.
• Navigate the challenges of cultural transformation and create lasting change.

Invest in your leadership and your team’s well-being. Contact us today to learn more about our workshops and programs and embark on your journey to a healthier, happier, and more productive workplace.