Examples presented include: Blake, a tyrant at work; but a loving father, and a gracious — even magnetic — host outside of work; Taylor, who helped build support among her colleagues to push back against a “bully” manager; and, Mark, a hard-working, dedicated employee, whose career was threatened by a toxic boss “protected” by the organization’s power structure.
The author warns that “workplace adversity has the power to leave even the most talented and resilient individuals feeling powerless, isolated, or disillusioned.” Further, he writes research shows toxic workplaces don’t just harm morale; they can profoundly impact an individual(s)’ mental and physical health.”
Danielle goes through various ways individuals can respond to a toxic boss. He suggests one potential reaction is to join with others in a group to document abuse. Working with others in a group can help combat fear of retribution, and gives the organization a strong basis to take actions — actions Danielle admits organizations are often hesitant to take. “By documenting their experiences, sharing their insights, and presenting a united front, employees shift the balance of power, forcing accountability and change.”
Danielle admits collective action is not always practical. He advises at times, the best action is simply to walk away, if a group has a toxic manager, or if a company has a toxic environment. Drawing from his own experience, Danielle asserts, “No job, title, or paycheck is worth sacrificing your mental health. Choosing yourself over a toxic environment isn’t just an escape; it’s an act of resilience.” He adds, “Choosing to leave a toxic workplace … is an act of remarkable strength and self-preservation.”
Danielle also lays out a roadmap to help determine the best approach for a given situation.
The author feels, at its core, workplace adversity often reflects a disconnect between an organization’s stated values, and its day-to-day realities. While most companies support collaboration and oppose toxic management, Danielle suggests often organizations do not follow through in practice. “Performance metrics, rankings, and individual rewards can create a culture where employees feel compelled to prioritize their own success over the well-being of their peers. This dynamic, while sometimes effective in driving short-term results, often erodes trust.”
Danielle also outlines what organizations need to do to reduce the toxicity in their workplaces. The actions he suggests include:
- Redefine success. Move away from rigid performance quotas in favor of evaluations emphasizing teamwork and team accomplishments.
- Empower empathetic leadership. Help leaders develop emotional intelligence and foster environments of trust.
- Promote transparency. Foster open and honest conversations to build trust, and ensure employees feel valued.
- Prioritize employee well-being. Provide mental health resources and address sources of stress.
In conclusion, he cautions, “Change doesn’t happen overnight. It begins with small, meaningful actions. It might mean starting a difficult conversation; advocating for yourself or others; or choosing to walk away from environments that no longer align with your values.”
If you are in a toxic situation at work, or know someone who is, consider downloading Stories of Courage and Fallout from Workplace Nightmares by Dr. Robert Danielle. It is available for free for all IEEE members at IEEE-USA’s shop; nonmembers pay $2.99. If you enjoy this E-Book, you might wish to read others Dr. Danielle has written for IEEE-USA, on breaking the cycle of an unfulfilled career and career transitioning, all of which are also available at the IEEE-USA’s shop.
Dr. Robert (Bob) Danielle is an expert in career transitioning, leadership development, adult learning theories, and change management. He has held strategic roles in the media, technology, government/military, higher education, and e-commerce sectors. He holds a Doctorate in Higher Education and Organization Change; an MS degree in Information Systems Management; and a BA in Leadership. Danielle is certified as a Performance and Career Coach; and he has worked as a consultant for large and small organizations. Currently, Dr. Danielle works for Amazon Global Robotics.
