The indicators featured in this story are dead-on. However, while the first step towards fixing “toxic” workplace cultures is to recognize them, more needs to be said about what business leaders can do to fix them. Previously, I’ve suggested the installation of a “chief bullying officer” at companies, distinct from HR departments, who can serve as a resource for improving corporate culture and acting as an advocate for bullied employees. Additionally, the style of leadership at a business informs the culture for the rest of the company. If the CEO is a bully, then there are sure to be more bullies beneath her; if the CEO is magnanimous, professional and attentive to employees, the managers below her will follow suit. Business leaders need to walk the walk before talking the talk about improving their internal cultures. Read more about toxic workplaces at Forbes.
Image via Forbes via Shutterstock