Empower Your Team: Proven Strategies To Eradicate Toxicity

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A toxic workplace is characterised by a culture steeped in negativity, unhealthy competition, and a general lack of respect and empathy among colleagues. Explicitly, this blog delves into effective strategies to cleanse and eliminate such toxicity from the workplace, fostering a healthier, more positive environment conducive to both personal well-being and professional growth.

1. Identifying Toxicity

Identifying toxicity in the workplace is crucial for maintaining a healthy and productive work environment. Toxicity can manifest in various ways, some subtle and others more overt. Here are key indicators to help identify a toxic workplace:

Poor Communication:

A lack of clear and open communication can lead to misunderstandings and a culture of secrecy and mistrust. If employees are frequently left out of the loop or if there is a pervasive atmosphere of fear surrounding communication, these are red flags.

High Staff Turnover:

A high rate of employee turnover can be indicative of an underlying issue with the work environment. If employees frequently leave or express dissatisfaction with the workplace, it could point to a toxic culture.

Negative Atmosphere:

A general air of negativity, where criticism, pessimism, and cynicism are rampant, can be a sign of toxicity.

Cliques and Exclusionary Behaviour:

The presence of cliques, where certain groups are favoured over others, or where there is a clear divide between different teams or departments, can be toxic. This kind of exclusionary behaviour can lead to a lack of cooperation and a hostile work environment.

Lack of Work-Life Balance:

If employees are regularly expected to work long hours, sacrifice personal time, or if there is a culture of guilt surrounding taking time off, this can be indicative of a toxic environment.

Bullying and Harassment:

Any instances of bullying, harassment, or inappropriate behaviour are clear signs of a toxic workplace. And, subtler forms of manipulation, intimidation, or belittling, are signs of bullying and harrassment too.

Poor Leadership:

Leadership sets the tone for the workplace. If leaders engage in or tolerate unethical practices, show favouritism, lack empathy, or fail to address issues, they contribute to a toxic environment.

Low Morale and Engagement:

General employee disengagement, lack of enthusiasm, and low morale are signs that the work environment may be toxic. If employees seem apathetic, uninterested in collaboration, or are not committed to their work, these can be symptoms of deeper issues.

Lack of Recognition or Appreciation:

A workplace where employees feel undervalued, where their achievements are not recognised, or where there is an unequal distribution of rewards can lead to feelings of resentment and dissatisfaction.

Health Complaints:

An increase in physical and mental health complaints among employees can be a sign of a toxic work environment. This includes stress-related illnesses, burnout, anxiety, and depression.

Fear of Retribution:

When employees are afraid to speak up, raise concerns, or challenge the status quo due to fear of retribution.

2. Fostering Open Communication to Eliminate Toxicity

Open communication is the cornerstone of a healthy workplace. Encouraging an environment where employees feel comfortable voicing their concerns without fear of retribution is paramount. This can be facilitated through regular meetings, anonymous feedback systems, and fostering a culture where all opinions are valued and respected.

3. Establishing Clear Policies and Expectations

A clear set of policies regarding workplace behaviour is essential. These policies should outline acceptable and unacceptable behaviours, and there should be a transparent process for dealing with infractions. Ensuring these policies are communicated effectively and adhered to consistently is key in maintaining a respectful workplace.

4. Promoting a Positive Work Culture to Eliminate Toxicity

Cultivating a positive work culture is vital in counteracting toxicity. This involves recognising and rewarding positive behaviours, encouraging teamwork and collaboration, and promoting a work-life balance.

And so activities that bolster team spirit and a sense of community can also be instrumental in building a positive culture for your workplace.

5. Leading by Example to Eliminate Toxicity

Leadership plays a critical role in setting the tone of the workplace. Leaders who exhibit respect, empathy, and integrity in their dealings set a powerful example for their team. They should be approachable and lead not just by words but through their actions.

6. Providing Training and Development Opportunities

Investing in training and development can significantly reduce workplace toxicity. Such programmes should not only focus on skill enhancement but also on areas like communication, emotional intelligence, and conflict resolution. Empowering employees with these skills can lead to a more harmonious workplace.

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7. Addressing Issues Promptly and Fairly

When issues of toxicity arise, they should be addressed promptly and fairly. Ignoring such issues can lead to them festering and growing, potentially causing even greater harm. A fair and objective approach in resolving conflicts and dealing with and eliminating Toxicity is essential.

8. Supporting Employee Well-being

Employee well-being should be at the forefront of any strategy to combat eliminating toxicity in the workplace. This includes providing support for mental health, ensuring manageable workloads, and creating an environment where employees feel valued and supported.

Conclusion

Eliminating Toxicity from the workplace is not an overnight task. It requires a sustained effort and commitment from all levels of the organisation. By fostering open communication, establishing clear policies, promoting a positive culture, and supporting employee well-being, businesses can create an environment where employees thrive and negativity is minimised. As we navigate the complexities of the modern workplace, let us commit to these principles, creating workplaces that are not just productive but also nurturing and inclusive.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

 

Why the best advice I ever got was to just f’ing do it…

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I walked into a large manufacturing plant in Birmingham, I was only 23 (and looked about 12). It was one of my first meetings as a recruiter. Thankfully I was with my boss.

The person we met was larger than life and scared the hell out of me… “JFDI” she shouted, “that’s what I tell them, JFDI”… I didn’t have a clue what she was on about, was this another manufacturing terminology like LEAN!?

Jeez, she scared the hell out of me.

On the way home I sheepishly asked my boss what she was on about, he laughed – but at least I now knew!

Being a small business owner, you don’t really have anyone to talk to about stuff (I am looking for a mentor BTW so feel free to drop me a line if you can help!) and at times it can be hard because there are a lot of things you need to do that are outside of your area of knowledge or your comfort zone.

But if you don’t do them, no one else will.

I struggle with tasks that are detailed or that take hours of dedication to get done. My boredom threshold is very low – look! a squirrel! – and I am off in another direction.

Important things can quickly stack up and this does cause people undue stress, especially if you don’t talk to someone about it. You see this all of the time in a broader business sense as well, people who are great technical experts are often promoted into leadership or managerial roles, where they have to deal with people. Great salespeople now have to manage a P&L and struggle with the broader responsibility this brings.

I have found that there are various tactics you can use to ensure you deliver these things well and none of them will be revolutionary, but they might just help keep you sane.

Just f***ing do it!

Some things need doing, that’s just the way it is, no matter how much we hate them. Surprisingly, things we procrastinate over (because we don’t want to do them or don’t feel we are equipped to do them) get a bit easier once we start doing them.

The trick is to move quickly into doing and once you start thing get easier. I am not sure why this is, maybe it’s because of the reduction in stress for starting or you gain a bit of confidence once you realise it’s not as tricky as you first thought? But if you get going even after weeks of not doing it, it does get easier – I promise.

If I have a large ‘to-do list’, the obvious thing might be to do the tough stuff first. I quite often do what is easiest first as it gives you momentum and you can start to tick things from the list. Note: you can’t put the tough stuff off forever, so don’t use this as an avoidance tactic!

Plan stuff out

Without my outlook calendar, nothing would happen. FACT: if it’s not in there it 100% doesn’t happen. Ask my wife or my team! (I get ripped about this all the time at work, “ooh James are you going for steak tea tonight”…)

  • Don’t however, use planning, as an excuse for NOT doing. I know lots of people who have a very pretty list that never gets done.
  • Realise that some things just aren’t going to get done and don’t worry about it (learning to say no is a good step in the right direction).
  • Set yourself deadlines or targets. If you work on your own perhaps ask friends or family to hold you to account. If that’s an issue, get an external coach and they will do it for you.

Delegate, delegate, delegate

I cannot stress enough that focus is the best way to becoming productive.

Think about things that are causing you stress, are outside of your comfort zone or that you shouldn’t be doing. Letting go is often the hardest bit.

  • Find someone better than you at tasks you struggle with. This could be a virtual resource or someone in your team or even a family member or friend who is willing to help
  • Use the people around you to help, support and give guidance on the parts of your role you shouldn’t be doing
  • Utilise technology for routine tasks

I am still learning and am by no means an expert! Found this useful? What tips work for you?

To discuss further, you can email me on James@refind.co.uk.

You can view more about James Cumming our change and business transformation specialist here.

Hiring an Interim Executive? You need to get it right! Discover the 8 step process you should follow, by downloading our free eBook here.

How to Integrate into an Established Leadership Team

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Introduction:

Joining an established leadership team as a senior leader presents a unique set of challenges and opportunities. It’s about finding the right balance between asserting your authority and integrating smoothly into the existing dynamics. This post explores effective strategies for making a lasting impact while respecting the established culture and practices.

Understanding the Current Landscape:

Before making any significant moves, it’s crucial to understand the existing culture and dynamics of the leadership team. Spend time observing interactions, understanding team strengths, weaknesses, and the subtleties of how decisions are made. This period of observation allows you to gain insights into the team’s functioning and identify areas where your skills can add the most value.

Building Relationships within the Established Leadership Team:

Establishing strong relationships with each team member is essential. Take the initiative to schedule one-on-one meetings with your peers to learn about their roles, challenges, and aspirations. This not only helps in understanding their perspectives but also in building trust and rapport. Being approachable and showing genuine interest in your colleagues’ viewpoints can set a positive tone for your future interactions.

Communicating Effectively:

Clear and transparent communication is key. When you do start to implement changes, communicate your vision and the rationale behind your decisions. Be open to feedback and encourage open dialogue. It’s important to articulate that while you bring new ideas and perspectives, you value the existing knowledge and experience within the team.

Adding Value through Your Expertise:

Leverage your unique experiences and skills to make a tangible impact. Identify areas where your expertise can bring immediate benefits. Whether it’s introducing new strategies, streamlining processes, or fostering innovation, focus on creating value that aligns with the team’s objectives and the broader goals of the organisation.

Respect Existing Norms and Cultures:

While it’s important to bring in fresh perspectives, it’s equally important to respect the existing norms and culture. Abruptly challenging established leadership practices can lead to resistance. Instead, aim for a balanced approach where you gradually introduce new ideas and respect the team’s history and achievements.

Empowering Your Leadership Team:

Effective leadership is as much about empowering others as it is about steering the ship. Encourage team members to take initiative and contribute their ideas. Recognising and utilising the strengths of individual team members not only boosts morale but also enhances collective productivity.

Leading by Example:

Your actions set the tone for your leadership style. Demonstrate commitment, integrity, and professionalism. Leading by example is a powerful way to gain respect and influence within the team. Show that you are willing to roll up your sleeves and contribute to the team’s efforts.

Embracing Change and Adaptability:

The ability to adapt and be flexible is crucial in a dynamic environment. Be open to learning and evolving your approach based on the team’s feedback and changing organisational needs. Adapting does not mean compromising your vision but finding the most effective way to achieve it within the new environment.

Conclusion:

Joining an established leadership team as a senior leader is an opportunity to make a meaningful impact. It requires a careful blend of understanding, respect for existing dynamics, effective communication, and strategic implementation of your expertise. By building strong relationships, being adaptable, and leading by example, you can integrate successfully and contribute to the team’s and organisation’s success.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

Executive Search Excellence: Unveiling the Secrets of Success

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Executive Search Excellence is about more than just finding the right candidate—it’s about understanding your unique business needs, aligning talent with strategy, and driving long-term success. In a world where the right leadership can make or break your organisation, we bring a depth of expertise and a personalised approach to help you secure the leaders who will shape your future.

Imagine a scene in a bustling corporate office where a crucial decision looms: finding the right leader. This isn’t just a task; it’s a pivotal mission critical to the future of the company. In this article, I share with you some tips and thoughts from my career in recruitment and hopefully provide some ideas with regards to Executive Search Excellence.

This is a process far more nuanced than mere recruitment…

Executive Search Excellence: The Importance of Leadership in Business

Leadership is the helm of any organisation. The right leader can propel a company to new heights of success, while the wrong choice can lead to turmoil. According to a study by McKinsey, companies with top-quartile leadership are up to 1.9 times more likely to achieve above-average financial results.

This underscores the significant impact that effective leadership can have on a company’s bottom line.

The stakes in executive hiring are incredibly high and the cost associated with getting it wrong will be substantial. Thats why Executive Search Excellence is such an important topic.

A Harvard Business Review highlights that as much as 80% of employee turnover is due to bad hiring decisions.

Leaders also set the tone for the entire organisation. Their influence extends beyond direct business outcomes; it permeates the company culture and employee morale.

A study by Gallup found that managers account for at least 70% of the variance in employee engagement scores. A leader’s ability to engage and inspire their team is crucial in driving productivity and retaining top talent.

Innovation and Strategic Direction

In today’s fast-paced business environment, a leader’s ability to innovate and steer the company through change is invaluable. Companies with highly innovative leaders have 5.5 times higher revenue growth compared to those with less innovative leaders (a recent study by Korn Ferry backs this up.) This highlights the need for leaders who are not just administrators but visionaries capable of navigating the complexities of the modern market.

Executive Search Secrets, check out our top tips!

The Quest for the Right Leader

In our imagined situation here, the search for a new leader is not just about filling a position. It’s about finding someone who can drive financial success, foster a positive and productive culture, enhance employee engagement, and lead the charge in innovation and strategic direction. The impact of this decision will reverberate through every aspect of the organization, from the boardroom to the front lines.

The quest for the right leader is, therefore, a critical mission for any company. It’s a decision that demands careful consideration, strategic planning, and a deep understanding of the company’s needs and aspirations.

In this high-stakes scenario, the role of executive search firms becomes indispensable, providing the expertise and insights needed to navigate this complex and crucial process.

Understanding the Need for Executive Search Excellence

Our narrative unfolds with an alarming insight: Harvard Business Review reports that 40% of senior-level hires fail within the first 18 months. This statistic underscores the importance of not just filling a position, but finding a leader who truly fits. The executive search process starts with understanding the unique culture and needs of the organization, a step that’s about defining the character of the ideal candidate.

Strategic Mapping: Crafting the Plan

In the dynamic world of executive search, strategy is king and excellence is hard to achieve. With 78% of recruiters citing cultural fit as crucial, according to AESC, the journey to find the right executive requires a roadmap tailored to the company’s unique landscape.

Excutive Search Excellence is about more than just qualifications; it’s about aligning the aspirations of the individual with the vision of the organisation.

The Hunt: Searching for Hidden Gems

If we venture into the vast corporate landscape, where the ideal candidate often lies hidden among passive candidates, who make up 75% of the workforce (LinkedIn Talent Solutions). This is a quest to unearth those extraordinary individuals who are not just looking for a job, but a mission to lead and inspire.

Candidate Experience and Why it matters. Find out more.

Narrowing the Field: The Art of Selection

The art of selection goes beyond sifting through CVs or ticking off boxes on a checklist. It’s about identifying the unique combination of skills, experience, and cultural fit that will drive your business forward. In executive search, the process starts with understanding the intricacies of your organisation and the specific challenges it faces.

We combine data-driven insights with a deep understanding of human potential to filter a vast talent pool down to a select few who not only meet the criteria but can elevate your business to new heights. The true skill lies in balancing the objective with the intuitive—choosing not just who can do the job, but who can truly excel in it.

The Crucial Encounters: Interviews

Interviews are far more than a series of questions—they’re pivotal moments that reveal whether a candidate is the right fit for your organisation’s future. It’s during these crucial encounters that we move beyond what’s on paper, delving into motivations, values, and leadership style.

The best interviews are conversations that probe deeper, exploring not just what a candidate has done, but how they think, solve problems, and align with your strategic vision. The goal is to uncover the hidden qualities that differentiate a good leader from a great one, ensuring that each encounter brings you closer to finding the executive who will truly make a difference.

The Final Chapter: Decision and Integration

Our journey reaches its climax with the selection of the leader who will steer the company into the future.

This is a critical moment, as SHRM highlights the importance of great onboarding, with 69% of employees more likely to stay for three years if they experience it. The chosen leader’s integration into the company marks the beginning of a new era.

In my experience, the executive search process is a sophisticated blend of art and science. It’s a journey marked by strategic insight, deep understanding of human character, and a commitment to finding not just a leader, but someone who aligns with the heart and soul of the organisation.

OUR FOCUS ON EXECUTIVE SEARCH EXCELLENCE AND LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.