Peter B. Stark discusses how you can fix a toxic work environment. Sign up for our newsletters, http://www.peterstark.com/signup/, for more information on creating a strong work environment.

TRANSCRIPT

It's well known that toxic work environments cause high turn-over. But, what's not as well known is that, the people leaving are seldom the toxic ones. Allow a toxic work environment and you can say goodbye to your top performers because these employees have the greatest number of viable alternatives and feel that life is too short to work with jerks.

If you've found yourself in a toxic work environment, whether you are an employee, a manager, or an executive, there are a few things you can do to turn the work environment around:

1. Deal with the real problem. The toxic individual's boss needs to tell the toxic carrier that if they don't change, they won't be able to continue working at the organization. If the person is terminated because they didn't change... the entire organization will be more motivated to follow the leader who had the guts to do the right thing.

2. Hire an executive coach. When someone has been allowed to negatively impact an entire work group or culture, it's difficult for them to change their communication and leadership style. Most often, they're going to need help in developing the strategies and actions to make the turnaround.

3. Set a specific time frame for the change. When you're clear and stick to that time frame... the change will be successful. Sometimes the toxic individual quickly changes and exhibits new behaviors; sometimes they leave, claiming that they can't work in the new environment; and sometimes they get fired.

4. Tell the truth. Very seldom have I seen a toxic person quit. The toxic contributor needs to hear the truth and know that changing their demeanor and approach is now a condition of employment.

5. Conduct an Employee Opinion Survey. If you're unsure about the toxic contributors' locations, an Employee Opinion Survey that breaks out the data by leader or department will give you a strong indicator of employee satisfaction levels in different areas within the organization.

6. Utilize a 360 Leadership Development Assessment. Many times, toxic environments are exposed after an organization has conducted an Employee Engagement Survey. Although Employee Surveys provide feedback by leader, department or branch, they're not usually a big enough motivator to get a leader to change their toxic ways. A Leadership Development Assessment (360) has a much stronger chance for success in providing specific feedback that will motivate the leader to create an action plan and change.

Even if you didn't create the toxic environment, you can still supply the antidote.