Cutthroat Culture Is Not Good for Your Work Benefit

Nov 01 2016, by PEOPLE HRO in News

We know a toxic environment is not good for us. Some companies think it is okay to crack some imaginary whip and hope that their workers get to work. If that doesn’t work out, there could be more things that could undermine the motivation of the company. All that can be said is that companies who prefer a cutthroat control over their workers is not the best way to run a business. The one main reason this type of environment is not a good idea is because people can leave and pursue other companies or they can crack under pressure and their work performance will suffer immensely. Here is one example and many reasons why this type of culture is going to hurt your company rather than give your company a chance at success.
The example that is used throughout the article is based on a former interior designer and her experience in a toxic workplace environment. The designer’s name and company or multiple companies will not be disclosed due to privacy concerns. But let’s just call her Jane Doe for the remainder of the example. Jane Doe was overworked and never recognized for her efforts. While she did have teams on big projects, there was no socialization allowed at the office, workers were not allowed to talk to each other at the water cooler or the cubicles. Now let’s look at these first three signs of a toxic environment.
Overworked people can become burned out under stress and impossible deadlines in the workplace. While some leaders in other companies find overworking people tempting to do. Overworking and multitasking is not a good thing to enforce on your workers. Even if they are stressed to the max trying to do well on one big project. A study from Stanford showed that overworked people in the workplace are often counterproductive. The study focused on people who worked more than 50 hours a week and shoed that productivity declined when the workweek exceeded 50 hours. Productivity dropped after 55 hours. This leads to employers getting nothing else from the work done within the 50 and 55 hour marks, and this is what led to Jane Doe stressed out and overworked every single day. There were many times she often brought her planning sheets and design prints home with her and had to work on them for multiple sleepless nights.
When it comes to even receiving a compliment for the smallest achievement, it goes a long way in boosting confidence and self-esteem. But a leader or a boss who shows no encouragement and reward for achieving any project or small change to a design, shows that your boss really doesn’t care about you. This also goes along the line with empathy. Empathy, encouragement, and rewards go hand in hand. If your boss wants to know what makes their employees feel good and what their employees have accomplished, there is empathy and there is also a means to motivate their workers to work better and faster at what they accomplished. Without this type of expression at the office from the top to the bottom levels, there is no need for your workers to feel any more worthless than how you express your opinion to them.
Socialization is key and is a critical element to the human evolution. All mammals are social creatures, not just humans. But treating your family and animals at home better than your workers means you have not just selfish needs, but also you are causing your employees to increase their chances of leaving your company for a better position in another design company. When people socialize, their chances of depression and sickness are lowered if not cut in half, their ability to remember and learn faster can help then do better at their job.
When it came to Jane Doe and her toxic workplace, she left. She handed in her resume and resignation letter and walked out of the building. But does this mean you should also quit? That question is entirely up to you.