In a recent conversation with SightsIn Plus, Prabir Jha, renowned HR thought leader and Founder & CEO of Prabir Jha People Advisory, said that toxic work culture is a prevalent reality in many organizations.
He stressed that CHROs must have both the right intent and courage to address and fix such cultures.
According to Prabir, tackling toxic environments requires strong leadership, a commitment to change, and the willingness to make tough decisions that prioritize employee well-being.
Watch the Full Discussion on YouTube
CHRO’s Role in Addressing Toxic Work Culture
Prabir emphasized that fixing a toxic work culture isn’t solely HR’s responsibility, but HR plays a vital role as a strong influencer and guide in this transformation.
Despite this, there is often a lack of integrity, intent, and courage within HR leadership to confront toxic behaviors head-on.
HR must work closely with leadership and the board to help them recognize the problem and understand that cultural change is not only essential but also beneficial for business outcomes.
To succeed, HR professionals need the ability to influence decision-making at the highest levels. They must have the courage to highlight critical issues such as relentless working hours, disrespectful behavior, micromanagement, and credit stealing, all of which contribute to toxicity.
However, these challenges cannot be solved in a single stroke. Prabir stressed the importance of prioritizing these issues and addressing them step by step, fostering a collaborative effort across the organization.
Through persistence, strategic focus, and courage, HR can drive positive cultural change that benefits both employees and the overall business.
Regulation and Feedback Mechanism
When asked about corporate feedback mechanisms and whether government regulations should be strengthened, Prabir expressed skepticism about over-regulation.
He pointed out that creating more laws could potentially lead to corruption and excessive bureaucratic management. Instead, he advocates for self-regulation as a more effective approach than government mandates.
According to Prabir, most companies already have feedback mechanisms in place, but what truly matters is the intent behind these systems and the ability to translate feedback into concrete actions for meaningful change.
Wrapping Up
In closing, Prabir said that toxicity in the workplace can manifest in various ways beyond just long working hours. While hard work is often accepted, the issue arises when it becomes unrelenting, such as working every day of the year.
Toxic behaviors like stealing credit, micromanaging, and disrespecting colleagues erode trust and morale, creating a harmful work environment.
Leaders must recognize and address these issues to build a healthier, more respectful culture where employees can thrive.
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