The CEO Coach | CEO of the Year '19 | McKinsey, Skype | Author | Follow for posts about business, leadership & self-mastery.
Silence isn't golden at work. It's a warning sign. 12 more signs of a broken culture: — All the good people are leaving — No one is sharing feedback — People are pointing fingers — Communication is weak — Mistakes are punished — Ideas get shot down — Leaders don’t listen — Creativity is stifled — Gossip is rampant — Trust is missing — Stress is high — Morale is low A healthy culture looks like this: — Leaders listen — Morale is high — Creativity thrives — Teamwork is strong — Stress levels are low — People stay and grow — Trust goes both ways — Support is everywhere — Everyone is sharing ideas — Leaders welcome feedback — There's open communication — Mistakes are learning moments If you see more in the broken list than the healthy one, it's time for a change. Leaders: ✅ Start by listening. ✅ Model good behavior. ✅ Build trust with your team. They deserve it. And your future depends on it. ♻️ Repost to help others improve their culture. And follow Eric Partaker for more. 📌 Want hi-res PDFs of all my infographics? Try my free newsletter: https://lnkd.in/dF-VwKqi You'll get 60+ infographics for free.
I saw mostly a broken culture for the majority of 29 years and 10 months. Even during the Kodak in Kingsport Tennessee days management wanted control. It went even further down after the spin off from Kodak. Eastman Chemical Company in Kingsport Tennessee has lost workers for over 50 years now. There were over 13,000 people employed there years ago. Look up and you'll see the problems.
In addition to fear, employees may choose to remain silent for various reasons, and one significant factor is when they don't feel valued or recognized for their contributions. This lack of appreciation can have a detrimental effect on company culture, potentially leading to its breakdown. When employees don't perceive themselves as important or believe that their opinions and ideas are not genuinely valued, they are more likely to withhold their input, thoughts, and concerns. This silence can hinder open communication, collaboration, and innovation within the organization. Therefore, it is crucial for companies to create an environment where employees feel valued, respected, and acknowledged for their unique perspectives and contributions. By fostering a culture of inclusivity, appreciation, and open dialogue, organizations can encourage employees to speak up, share their insights, and actively participate in shaping the company's success.
Correct and the ones that speak up are looked at as being negative! Some folks don’t understand reality! Issues can’t improve if you don’t find the root cause(s) and for some, they don’t like that because it might put the focus on a certain area or people.
If employees starts speaking up their managers will get offended and start to be treated more badly
Fear isn't the only reason employees might refrain from speaking up. When they don't feel valued or important, they often choose silence. This is a critical factor that can lead to a breakdown in company culture.
Another reason for broken culture may not only the fear of speak up, it may be exhaustion from not seeing reaction/impact when speak up.
What’s worse is when they speak and management are uncomfortable and rather than listen and learn they defend and remove, management not liking any resistance yet we can all learn and grow consistently! Fear leads to mistakes and toxicity because people learn there’s no point telling them the cliff is there because they don’t listen anyway. You don’t foster a team mentality and yet they all talk about team and collaboration, yet fail it themselves.
In previous employments the organization "Culture" was to scare employees into submission by setting examples so other employees don't think of speaking up. In my current position, it is such a difference. Employees are valued, welcome to speak up, and supported - what a difference in Leadership. My advice, if you're not in a supportive environment, and you've done your best to help try transform the negative behavior to a positive behavior but it's just not working.... Move on, as there are so many better companies that will value you.
Frequent job changes often reflect toxic work environments rather than employee instability. When talented people leave, it’s usually a sign that the culture is broken. Leaders, pay attention to the warning signs. Listening, building trust, and fostering open communication are crucial for a healthy, thriving workplace. Your team’s well-being and your organization’s future depend on it.
Executive of Operations | Data Scientist | Lean Six Sigma MBB | Senior Engineer PE
1wI address a critical issue plaguing the United States Postal Service. I am compelled to sternly critique the current organizational culture that seemingly permits, and perhaps even encourages, an environment of fear and retaliation against employees who speak up. The cornerstone of any successful organization is its people, and fostering an atmosphere where employees feel safe to express concerns without fear of retribution is fundamental. USPS has failed in this regard, creating a toxic culture where employees are reluctant to voice issues due to the fear of losing their jobs or facing severe repercussions, including intimidation from the Office of the Inspector General. Such practices are not only ethically and morally indefensible but also detrimental to the operational effectiveness and public trust in the USPS. An environment where employees are silenced undermines the very principles of transparency, accountability, and continuous improvement. Inexcusable fiduciary malpractice neglects duty, ostracizes professionals, and disregards the mental health and welfare of its employees. Immediate action is essential.