How to recognize a toxic workplace?

How can we identify a toxic workplace in advance or early on, before accepting a job?

A toxic workplace usually reveals itself early. If you know what to look for. Much like in relationships, the red flags show before you commit.

Pay close attention to how you’re treated during the interview process. If communication is disorganized, dismissive, or disrespectful, that behavior often continues.

Notice the energy of the environment too. Do employees look stressed, drained, or guarded? Culture always shows through people’s body language and tone.

Leadership is another key sign. If leaders speak with blame or control rather than respect and support, that signals a negative culture.

Boundaries matter as well. When a company equates “family” with 24/7 availability, it’s really signaling burnout. Ask about turnover and growth opportunities; high turnover and vague answers point to deeper issues.

Finally, assess psychological safety. In a healthy environment, people can ask questions, admit mistakes, and share ideas without fear. Silence and tension reveal the opposite. The simplest way to evaluate: does this culture feel Genuine, Respectful, Elevating, Empathetic, and Nurturing (GREEN), or does it lean toward control, disrespect, and exhaustion (RED)? Recognizing these signs early helps you avoid toxic workplaces and choose environments where you can truly thrive.

Sometimes it is not a choice, but a situation. What can we do if we are in a situation like that? What can help to cope?

This is very common. Sometimes leaving a toxic workplace isn’t an option right away, so the focus becomes protecting yourself and managing the situation. The first step is setting strong boundaries. Decide what you will and won’t give beyond your role, and guard your time and energy. Look for small “green flags,” such as supportive colleagues or positive moments, and use them as anchors.

Just as important is refusing to internalize the toxicity; remember, the problem lies in the culture, not in your worth. You can also reframe the experience as a learning opportunity, observe leadership styles, cultural dynamics, and red flags so you can avoid repeating them in the future. Other strategies are checking in with your values regularly and asking yourself am I really living up to my values by staying here or accepting negative behavior? This can help you reevaluate your approach in your daily work.

You can also try not carrying the burden of work back home by detaching from the experiences at work. This is very important otherwise the toxic work environment can impact your mood and behavior outside of work. Journaling, exercise, mindfulness, talking with others. These all help if you apply them actively.

Finally, create an exit strategy, even if it’s long-term. Remember, go where you are celebrated not where you are tolerated. Having a plan provides hope and direction. No money should cost you your sanity so make sure to protect that if the pressure becomes too much.

Can we behave differently in these situations, which could help? Or who can help (colleague, hr, manager)? Can we change the environment?

Yes, how we behave can sometimes help in a toxic workplace, though we can only influence, not fully change, the system. Setting boundaries, communicating calmly, and modeling respectful behavior may ease tension, but impact depends on the culture. Allies are crucial e.g. supportive colleagues can buffer negativity, managers may resolve issues if they’re open, and HR can step in for serious concerns like harassment or discrimination (though not all HR teams prioritize staff well-being).

True culture change requires a change in leadership mindset and culture which can take years to accomplish. If leadership resists, change is unlikely. In that case, protect yourself, seek support, adapt where possible, and plan an eventual transition to a healthier environment where you can thrive. Often people engage in politics at work to survive or create more turmoil in the workplace. It is up to you to decide if you want to do this or not. Remember, if the company aint changing, then maybe its not the best for you. Know when to leave.

How does toxicity effects an organisation? Performance, culture?

A toxic workplace doesn’t just harm individuals, it undermines the entire organization. Performance declines because stress, fear, and lack of trust drain motivation and creativity. Employees stop taking initiative, avoid responsibility, and may even withhold effort to protect themselves. Turnover rises as talented people leave, leading to constant recruitment costs and loss of institutional knowledge. Morale and engagement drop, which directly impacts productivity, customer service, and innovation.

Culturally, toxicity spreads like a virus. Negative behaviors—blame, gossip, disrespect—become normalized, while healthy behaviors like collaboration and empathy disappear. Psychological safety erodes, so employees no longer feel safe to share ideas, admit mistakes, or challenge decisions. Over time, the organization develops a reputation that makes it harder to attract and retain top talent. 

I guess in the long run it is not good for anybody – a lot of organisations still do not deal with it definitively? Why?

Well the culture can be very strong and if back stabbing tactics and undermining others is the norm then it deifnitely isnt productive in a traditional sense. However there are people that thrive in such environments. There is a natural selection / fit between the people and the company. Also lets not forget about psychopathology in the workplace. Some companies have a culture and way of working that allows narcissits and psychopaths to thrive especiall organizations with weak checks and balances and companies that promote on the basis of charisma and individual performance and not team effort and collaborative efforts. If these people get the results why should the organization change if performance goals are met? Again, there are people that thrive in such environments. The long term impact should always be evaluated especially the impact of people and mental health at work. Companies that do focus on people and their well being will become increasingly desired with the upcoming generations who care more about wellbeing.

Generations differ in dealing with these behaviours, traits?

Yes, generations often respond differently to toxic behaviors and traits. Older generations may tolerate hierarchy, long hours, or blunt management, viewing it as part of work, while younger generations prioritize psychological safety, respect, and work-life balance. Millennials and Gen Z are more likely to speak up, set boundaries, or leave toxic environments, whereas older employees might adapt silently or seek stability. This are of course generalizations but they do reflect the different work values and expectations about work across the different geenrations.

Communication styles also differ—digital-first generations may prefer written feedback, while others rely on face-to-face interaction. Understanding these generational perspectives helps leaders address toxicity effectively and create an inclusive, resilient culture that meets diverse expectations. As i describe in my book Red flags, green flags, younger generations are less loyal to the workplace than older generations and are more likely to ghost the workplace (not showing up anymore) and not accepting longhours and shitty work practices.

How can you weed out toxic people at a job interview?

Weeding out toxic individuals during a job interview requires careful observation, structured questions, and attention to behavioral cues. First, design questions that reveal values, emotional intelligence, and interpersonal skills. Ask candidates to describe past conflicts, how they resolved them, or times they received criticism. Look for responses that show accountability, empathy, and collaboratiom. Red flags include blaming others, minimizing responsibility, or dismissing teamwork. Observe non-verbal cues. Are they respectful, engaged, and professional, or do they display arrogance, impatience, or condescension? Pay attention to how they talk about former colleagues or managers; consistent negativity or gossip signals potential toxicity.

Consider practical scenarios. Give hypothetical workplace challenges and ask how they would respond. Responses that prioritize control, power, or manipulation over cooperation may indicate trouble. One of my favorite techniques that I apply to help organization truly identify people's behaviors (remember about 20-25% of what is on a CV is often not true or has been colored to make the candidate sound like a great choice) is I create behavioral simulations. SImulations that are role plays time pressured and challenging (often in a group setting). A person can say they have a lasserfaire type of attutide as a leader or that they are resilient, but when you put them through a behavioral simulation (with an unexpected outcome) you can really see peoples true colors. Finally, involve multiple interviewers or team members. Diverse perspectives increase the likelihood of spotting subtle red flags. Reference checks are essential. Ask former supervisors about teamwork, attitude, and adaptability.

How can you keep, nurture, create a healthy, kind, psychologically safe environment and work culture?

Thats not an easy task. Some quick strategies are: change the leadership. This will have a trickle down effect on the organization. Choose leaders with clear values and intention about wanting to make the workplace better and psychologicall more safe. Culture change can take years as behaviors beliefs and attitudes are deeply ingrained. This requires change in people as well who don't fit the improved culture. Recognize and reward collaboration, integrity, and kindness. Set clear boundaries and expectations while supporting work-life balance. Promote inclusivity, trust, and accountability, and address toxic behaviors immediately. Small consistent actions build a culture where people feel valued, safe, and motivated to contribute. Again, this takes time.