I recently read an article published by HRD Australia about workplace culture and in particular about statistics that show correlation between the growth and size of a company and susceptibility to having a toxic culture. Here is an excerpt
"In a study on workplace toxicity, Paychex interviewed more than 1,000 employees about the factors they found most frustrating at work.
Researchers discovered that, as an organisation grows, it becomes more susceptible to toxic behaviour. Companies with 500 or more workers have:
70.8% likelihood of having staff spread gossip about each other
70.3% likelihood of having poor communication between departments and workers, and
70% likelihood of employees feeling overworked.
One possible explanation for this trend is that, as the number of employees increases, the more likely it is for different personalities to clash, the study noted.
Research has also shown that the growth of an organisation can produce distinct challenges. Companies often lose track of their foundational values the faster their business expands.
Some workplace issues also appeared to be common among all organisations, regardless of size. These include workplace gossip, poor interdepartmental communication, and workers feeling overworked.
Business leaders in larger organisations, however, experience higher levels of toxicity in the workplace. On the management side, companies with 100 or more employees have:
57.9% likelihood of executives showing poor leadership skills
52.6% likelihood of managers setting unrealistic expectations, and
51.1% likelihood of leaders micromanaging their workers."
Small or large company, the statistics are telling. Growing organisations go through change on a regular basis and often at a rapid pace. It's not hard to understand how change becomes difficult, costs more than planned, takes longer than anticipated and doesn't stick.
Trying to implement change with a toxic culture is fraught with danger because getting buy-in is almost impossible, unless of course, you have a deliberate strategy and plans to overcome these issues and start improving the culture as part of the change effort.
To have a deliberate strategy and plans that will get you the results you are looking for you have to begin with a solid understanding of where you are, the gaps that you need to close and the strengths you can build on. How can you get this understanding? Through a comprehensive Change Readiness Assessment!
Don't let a toxic culture get in the way of growing your business.