Overcoming Toxic Workplace Culture: Solutions for a Healthier Work Environment

Hi everyone!

This is S. K. from E-newcademy, and I’d like to talk to you about a topic that is both sensitive and painful: toxic corporate cultures.

Unfortunately, we may all find ourselves working for a bad employer at some point and suffer a bad experience.
A student job in a fast food restaurant with appalling conditions, burnout in a management position, or a temporary job with demeaning managers.
I have witnessed these toxic corporate cultures firsthand, and my job as a project manager assistant in logistics went badly because management did nothing to protect the harassers, and the working conditions were unacceptable.

In this case, I would have liked to be in your shoes: take advantage of this famous article to get the advice you need to avoid a professional life that turns into a nightmare.
Read this article, prepare yourself, and seize great professional opportunities instead!

1 – Favoritism

This situation may be common in companies, but it is not in itself a sign of a bad company.
It actually depends on many factors.
It may happen that a manager or employer favors one employee over others because they have a better relationship with them.
That said, it is still discouraging because it is not hard work that is rewarded, but rather favoritism.

What if I told you that there is worse when it comes to favoritism? Let’s take it up a notch!
During my experience in logistics, I witnessed four individuals commit acts that constituted serious misconduct.
Harassment, insults, threats, and even brutal management.
Consider this: these individuals faced no consequences due to managerial favoritism, fostering a toxic workplace environment where they feel untouchable.
On the contrary, employees either resigned or had to be fired because it was impossible for them to continue working for this company.

What about you? Do you see any proven acts of favoritism?
Worse still, do one or more people seem to go unpunished for unjustifiable acts?
Ask yourself this question: you could be next on the list if these favored individuals target you.
The best outcome might be they leave you in peace with little recognition, otherwise you may feel pressured to appease the boss in a toxic company culture.

2 – No pay increase

Unless you have done little or no work to contribute to the company’s profits, the fact that your salary is not increasing is a problem.
Remember: you are not working for glory or to do volunteer work.
Your boss doesn’t get up in the morning to do unpaid work either, which is why a salary increase is legitimate.

In France, salaries should ideally rise with inflation, but in a bad company culture, this practice is often ignored, affecting employee morale.
However, I have witnessed or observed that bosses can be dishonest about salaries.
A former consultant told me that she had presented her results and accomplishments to justify her request for a pay raise.
Worse still, her managers pointed to one or two minor errors from months ago to deny her raise, reflecting a toxic work culture that overlooks merit.”

Even worse?
Bosses who make up excuses like “it’s the recession,” “sorry, our salary scale doesn’t allow it,” or “you’ll have to check with HR.”

An even more painful example?
When I worked in logistics, a colleague was promoted to “project manager,” which meant she had more responsibility.
The problem? A colleague who had just joined the company had a less important position but was paid more.
The result? She unsuccessfully asked management for a raise and was then forced to change companies.

3 – Burn-out Culture

Burnout is a scourge in the workplace.
Unfortunately, many people suffer from burnout.
This is the result of a toxic culture combined with other problems.
Stress, unrealistic goals, pressure, communication problems, and poor management.
All of this creates a difficult situation for employees who want to invest themselves and succeed in the company at their own expense.

-45% of French employees report being in psychological distress in 2025, an increase from previous years according to sosburnoutfrance.fr.

In Europe, more than half of employees say they have experienced or felt on the verge of burnout, with particularly high rates in France, Germany, Romania, and Poland, according to statista.

How can burnout be prevented in a toxic workplace culture? It requires proactive management—granting disconnection rights and spotting signs to avoid an unhealthy work culture

Employees should be given the right to disconnect from work, teams should be reorganized in a favorable way, overwork should be avoided, and warning signs should be recognized.

4 – Quiet qutting

Let’s be honest and transparent: every employee gets up every morning because they have a lifestyle to maintain.
Every employee is afraid of losing their job, so an employee cannot spontaneously resign.
As a result, they resort to quiet quitting.
This consists of doing only the bare minimum without any extra effort, or even looking to leave the company.
Of course, there will be employees like this, but what is alarming is that the situation is widespread among several employees.

Quiet quitting is a sign of professional disengagement because the company does not allow employees to flourish (see toxic culture is prevalent).
The causes are due to a lack of recognition, poor pay, an unappreciative corporate culture, a desire for mental survival in the face of pressure, etc.

In France, nearly 37% of workers consider themselves to be quiet quitters, according to Myrhline.
This situation has worsened significantly since COVID-19.

Another symptom that complements a toxic culture that encourages quiet quitting is employee turnover.
No employee has any interest in investing themselves in a company that puts them in a bad position, and many will seek to protect themselves.
For example, I once worked for an IT services company where employee turnover was high because employees were undervalued and paid mediocre salaries.
I myself was so disappointed with the salary that six months later I resorted to quiet quitting: “I’ll do the minimum, but no more.”

5 – Blame culture.

No one is flawless, and mistakes can offer growth opportunities, but in a toxic work culture, they often fuel blame instead of progress.
The problem with blame is obvious: it is demeaning, humiliating, and discouraging.
No one likes to be scolded, yelled at, or singled out for their mistakes.
Granted, mistakes can cause damage to the company, but blaming employees is not the way to get the best out of them.
The consequences of a blame culture are the creation of a toxic and conflictual environment, mistrust, and serious communication problems.

How can we avoid a blame culture?

The initiatives will be managerial: it will be essential to be well trained in team management in order to avoid falling into the trap of blame.
Subsequently, prioritize dialogue before any sanctions.
Present the situation constructively, with empathy and attentiveness, then resolve the situation in a spirit of collaboration.
It will also be crucial to demonstrate emotional intelligence and provide educational feedback that is not based on guilt.

As an employee: how can you protect yourself?
First, find out about the company.
I recommend looking at different employee reviews on sites such as Glassdoor, Welcome to the Jungle, or Indeed.
Employee reviews can give you an insight into the culture and atmosphere within the company.

Next, if you have read the article carefully, analyze the strong signs during your integration and when you start your new job.
Have you noticed any unacceptable behavior going unnoticed? Have you noticed people struggling with their workload? Or are there rumors about salaries?
It may be time to take this kind of information into account and think about the company you work for.

Finally, if you notice or feel negative aspects of your job (stress, pressure, harassment, favoritism, etc.), take care of yourself.
Your mental health and well-being come first.
Unless you are a member of senior management or a manager yourself, you do not have to put up with a flawed system at the expense of your mental health and career.
Remember that there will be other professional opportunities with employers who are willing to provide you with the best possible conditions for working together successfully.

If you are concerned about being harassed or want to take preventive measures against workplace harassment, you can always consult our free MOOC on the subject.

Issues related to corporate culture and atmosphere should be taken seriously, as they affect employee happiness, company performance, and reputation.

As a manager, make a difference!

As a manager, you hold the key to transforming your workplace from a toxic environment into a thriving hub of innovation and productivity. The alarming statistics—45% of French employees in psychological distress and 37% engaging in quiet quitting—highlight the urgent need for change. 

By enrolling in one of E-newcademy’s online training programs, such as our courses on team management, emotional intelligence, or workplace wellness, you can equip yourself with the skills to combat favoritism, burnout, and blame cultures effectively. 

These comprehensive trainings offer practical strategies to foster a supportive corporate culture, improve employee retention, and boost performance—crucial steps to protect your company’s reputation and bottom line. Don’t let toxic dynamics erode your team’s potential; invest in your leadership development today. 

Visit E-newcademy.com/en/ to explore our tailored courses, designed for managers like you to lead with empathy, address harassment proactively, and create a workplace where employees flourish. Take the first step now and register for a program that empowers you to turn the tide against toxicity and build a healthier, more successful organization!