Toxic workplace pockets are specific areas within an organization where groups of employees regularly experience intimidation, fear, unresolved conflict, aggressiveness, and exclusion. Unlike an organization-wide toxic culture, these “pockets” are confined to certain divisions or teams, meaning not everyone in the organization is directly affected.
Various psychosocial hazards contribute to toxic workplace pockets. Psychosocial hazards stem from workplace factors that, when poorly managed, drain employees’ well-being and performance. Examples include:
- Psychological Safety: Employees feel unsafe sharing ideas, challenging the status quo, or raising concerns. This lack of safety can erode a sense of belonging.
- Leadership: Command-and-control leaders with little empathy, favoritism, and narcissistic tendencies undermine morale.
- Work Organization: Employees face constant pressure, lack autonomy in decision-making, and feel overwhelmed by unreasonable expectations.
- Interpersonal Relationships: Cultures of gossip, incivility, bullying, or oppression create fear and tension, leaving employees anxious about what might happen next.
When toxic pockets persist, they increase fear and reduce employees’ sense of pride, purpose, and passion for their work. This environment fosters chronic strain and anxiety, significantly harming employees’ mental and physical health.
The stakes for employers
The U.S. Surgeon General’s report on workplace mental health highlighted that employees experiencing high chronic stress face an elevated risk of cancer, heart disease, depression, and anxiety.
The American Psychological Association’s 2024 Work in America Survey found that 15% of the workforce considers their workplace “very toxic.” Alarmingly, 60% of employees believe their organizations think their workplaces are much safer than they actually are, and 39% feel that speaking up could worsen their situation.
Studies further emphasize the organizational risks. For instance, MIT research linked toxic cultures to higher turnover, while another study found employees were 10.4 times more likely to leave a job due to a toxic workplace than compensation concerns.
Employers must act decisively, as unchecked toxic workplace pockets grow over time, leading to widespread fear and crisis that can severely damage employee well-being.
Tips to mitigate toxic workplace pockets
Anchor “no tolerance and values expectations” at the top: Senior leaders must champion psychological safety by establishing a zero-tolerance policy for bullying, harassment, and incivility. This begins with clear communication, ensuring employees understand behavioral expectations and have opportunities to ask questions. Leaders should view psychological safety as a “North Star” that guides their organization’s integrity and culture.
Safe and respectful behaviour training: Provide employees with training on maintaining a respectful workplace, addressing challenging situations, and understanding the difference between being an upstander versus a bystander. Toxic behaviors can occur covertly (e.g., exclusion from opportunities) or overtly (e.g., manipulation and intimidation), so awareness is critical.
Psychologically safe leadership training and monitoring: Equip leaders with the skills to be trusted and effective, and hold them accountable using tools like workplace assessments, listening tours, and metrics such as turnover rates and disability claims. Incorporate 360-degree feedback to help leaders uncover blind spots and adopt impactful behaviors.
Conduct workplace culture audits: Regularly assess the workplace using pulse checks and tools like the Workplace Psychological Safety Assessment. These audits identify psychosocial hazards and detect toxic pockets, helping leaders proactively address emerging issues.
Enable whistle-blowing mechanisms: Ensure employees can anonymously report breaches of organizational policies, toxic behaviors, or even crimes like theft and fraud. Accessible and safe reporting channels, such as dedicated phone lines or email addresses, are essential.
Psychologically safe team member training: Train all employees to foster psychological safety within their teams. This includes accountability, collaboration, and mindful behavior that aligns with organizational values. Set clear expectations around sharing information, avoiding credit-stealing, and making values-based decisions.
