This text is based on an article published on LinkedIn Pulse.
Celebrating unhealthy work habits
Unhealthy work behaviours, such as workaholism, disregard for agreed-upon procedures, or bypassing official rules, may, in some cases, lead to short-term gains. However, even in these cases, management should neither tolerate nor celebrate such conduct.
Unsustainable workload
Work, including its organisation and pace, should be sustainable. While occasional fluctuations requiring increased effort are to be expected, they should never become the standard. A chronic lack of balance is detrimental to long-term productivity and well-being.
Gossip and hostility within the team
A negative team atmosphere is usually visible at first glance. Although it may not be measurable in objective terms, it is something everyone can sense. If your team is affected by gossip or an atmosphere of hostility, as a manager you should not ignore the problem.
Collective disinterest in team results or the future
Apathy, lack of concern for outcomes and an absence of hope for improvement are typical signs of disengaged employees worn down by toxic conditions. If your team has reached this stage, it is imperative to address the issue thoroughly and without delay.
Tolerating bullying
If favouritism, coercion, or even outright bullying are present in your team, it is your explicit responsibility as a manager to intervene and address the issue immediately. Remember that bullying behaviour may appear harmless on the surface, disguised as teasing or humour.
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