What are the signs of a toxic workplace culture?

I’m sure most businesses don’t have a toxic workplace culture per se, so the point of this blog is to identify the clearest signs and what you need to do to change them.  Remember a toxic workplace can cover such a broad range of physical environments and human behaviours, that for the most we don’t actually realise we are operating in it.

Quite often business owners and managers don’t notice there is a problem until it’s much too late and that can cause a catastrophic result of low morale, flatlining productivity, and employee retention issues, end result little or no business success.

This situation must be avoided at all costs and here is what to look out for.

Be proactive

Make sure that you are proactive in taking steps to avoid a toxic culture ever developing by creating a happy and positive working environment. Remember it doesn’t always take or cost a lot to boost morale, perks like sweet treats, a team meal or maybe even financial incentives  for top performing employees.

Just busy… or drowning?

Unrealistic expectations, big workloads and pressure from business owners and managers can all be root causes of a toxic culture.

You need to combat this by reviewing your team’s to-do lists and share the work out equally. Make sure you watch out encourage for employees that seem to be struggling and give them the support they need.

By reducing extreme workloads it gives you a good chance of keeping employee stress levels low and productivity high.

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 “Banter” is that all it is?

One of the possible elements of a toxic culture, is at how your employees behave.

Bullying and harassment always create a distressing working environment, but remember this can sometimes take a subtler form; an aggressive behaviour that crosses the line but gets shrugged off as “banter.”

Always make sure you have a zero tolerance approach to bullying and harassment, and make you have robust policies in place that explain your company’s position on these matters.  It is also essential that you have reliable grievance procedures in place so you can address complaints in a serious and professional manner.

Think healthy

Supporting the physical and mental wellbeing of your employees is vitally important, making sure your company has policies outlining what support will be offered during times of ill health is essential for your company handbook.

Why not consider offering sick pay or even give your employees access to an employee assistance programme (EAP) which can offer health and wellbeing support either in person or over the phone or online.

If you look out for these signs you will be on the right road to avoiding a toxic workplace culture and the outcome?  you keep your business, your people in a happier, healthier and more productive situation.

If you need any HR help or advice on workplace culture, get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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FRIDAY FAQS – Can an employer ask about my mental health when applying for a new job?

Thanks to awareness days like Wednesday’s World Mental Health Day, the conversation surrounding mental health is getting louder. The stigma attached to talking about our mental health in the same way that we do for our physical health is being lifted and with that there is a growing acceptance that it’s okay not to be okay and to seek support.

The workplace is undeniably an environment that for many people can cause stress and anxiety. If you have a mental health issue then being in a pressured working environment, that may not be supportive of your mental health, can cause further damage to your health and overall well-being.

It’s therefore the role of employers to ensure they have fair practices in place with regards to their approach for identifying and supporting their teams with mental health issues, just as they do for physical health.

As an employee you should expect to be supported by your employer and provided with the necessary support for a mental health issue.

However, is it a concern for those seeking new employment that if they have an existing mental health issue, it may impact upon their likelihood of getting a job?

We want to help debunk some of these crucial questions and shed light on an area of HR that is vital for a happy and productive workplace.

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1. Can I be asked about my mental health issue when I apply for a job? 

In short, no. It’s unlawful for an employer to ask a candidate if they have a history mental health issues during the application process.

If you are asked about your mental health, you are not obliged to answer this, however, if you do choose to disclose this information it is recommended that you do so honestly.

Asking candidates health questions before a job offer is made is unlawful and can be reported to the Equality Advice and Support Service.

If you are asked about your mental health during the application process and then don’t receive an offer, you may want to challenge this as it can be classed as discrimination on the grounds of disability.

2. Are there situations when an employer can ask about my mental health before making a job offer?

There are a few situations when an employer may need to ask about your health before a job offer is made, these can include:

  • To find out if you can take an assessment for a job.
  • To find out if you need reasonable adjustments to the application process.
  • To find out whether you will be able to do the requirements of the job, whilst they also consider any reasonable adjustments that may need to be made.
  • To find out if applications are coming from a diverse group of people.
  • To establish if you have the particular disability required for the job.
  • To assess you for national security purposes.

For example, a lawful question about your health and whether this affects your ability to do the job would be; if you were applying for a job erecting scaffolding and the employer asked questions at the application stage regarding disability, health and whether the applicant has a fear of heights.

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3. What questions can I be asked about my mental health once I’ve been offered a job?

Once you receive a job offer then your new employer is lawfully able to ask you questions about your health.

If your new employer asks questions about your mental health and subsequently becomes concerned due to a mental health issue you may not be able to carry out your job, then it is the employer’s responsibility to seek further advice from your doctor or occupational health.

Should your new employer ask a question about your mental health and then withdraw the job offer without first consulting advice or conducting a further assessment or investigation, then this may be seen direct discrimination and therefore unlawful.

Mental Health is a really important HR issue in the workplace and If you need any help or advice on how to approach it, get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Don’t forget about HR

When many of us think about companies that have made big HR mistakes, we’re quick to jump to the assumption that it’s all the fault of greedy bosses who are more interested in lining their own pockets than doing the right thing by their loyal employees.

Mistakes with administrative processes that result in employees receiving their wages far later than expected.

Employees forced to give up their holiday entitlement because of a last-minute crisis.

Disgruntled employees who are vocal about their negative experiences at work.

The list goes on and there’s no smoke without fire right?

Not always.

Employment legislation exists for a reason, and for the greater good. As an employer, you have a responsibility to make sure that you’re compliant and you’re implementing the best working practices to create an environment that’s fair and nurturing for your employees.

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However, mistakes can happen, and even the most dedicated and ethical employers can find themselves facing extremely difficult circumstances.

When your business is growing fast, and you have a million and one things to balance, you can take your eye off the ball. You can overlook important details. And you can find yourself facing circumstances that you never imagined, but which can put your entire business in jeopardy.

So at this stage, it is imperative what you do next and how you decide to put things right.

If you’re worried that there could be an HR nightmare on the horizon, then we can help. We can assess your current circumstances, and help you to create an action plan that gets things back on the right track as quickly as possible, with the least amount of fuss.

We’re not here to judge – we’re passionate about getting things right, and we understand the challenges that you’re facing. Get in touch: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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