Sara Flowers NBC-HWC, E-RYT, TRE®’s Post

𝗛𝗼𝘄 𝘁𝗼 𝗦𝘁𝗼𝗽 𝗣𝗮𝘀𝘀𝗶𝘃𝗲 𝗔𝗴𝗴𝗿𝗲𝘀𝘀𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝗖𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗧𝗼𝘅𝗶𝗰 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 🚫 Passive aggression is a silent killer of workplace culture and motivation. According to the article, studies show that 71% of employees consider it the leading cause of their lack of effort on the job - creating an incredibly destructive feedback loop if left unaddressed. To cultivate a healthy work environment with engaged workers, companies must break this cycle by recognizing toxic behaviors early and nipping them in the bud! Here are four key tips to help combat passive aggression and transform toxic workplaces back into healthy ones. 🔎 Identify the Cause 🔎 Look into Soft Skills Training 🔎 Create an Open Line of Communication with HR Specialists 🔎 Be Accountable and Reflect on Your Own Behavior Read the rest at Entrepreneur Media to learn more, written by Marc Havercroft. (ctto) https://lnkd.in/gqr32H7e Share your thoughts in the comments below! 👇 ➖ ➖ ➖ For over 20 years, I’ve trained over 5,000 corporate clients for companies ranging from Dell to the Department of Justice. Using evidence-based strategies, I help organizations create a culture of high performance to accelerate growth and skyrocket results. My signature system is the key to my clients' success, as it provides highly effective and engaging programs customized to improve overall well-being, allowing you to unleash the full potential of your team and business. Do you want to know how you stand against other leading companies? Do you want to know where your company currently excels? Do you want to know where you have room for improvement? ***** 👉 Type “YES” in the COMMENTS below... And I will provide you access to my proprietary “Corporate Culture of High Performance CHECKLIST.” I look forward to guiding you to your fastest path to success. #humanresources #personaldevelopment #management #leadership #employeeengagement #culture

The Hidden Cost of Toxic Workplace Culture: How It Impacts Business Growth As business owners and leaders, we often focus on strategies for growth, but one critical factor that is sometimes overlooked is the impact of workplace culture. A toxic work environment can have far-reaching consequences, stalling growth and even leading to decline. Why Toxic Workplace Culture Matters: 1. Employee Turnover: High turnover rates are a common symptom of a toxic culture. Replacing employees is costly and disrupts productivity. Studies show that the cost of replacing an employee can be up to twice their annual salary. 2. Reduced Productivity: Toxic behaviors such as bullying, harassment, and lack of respect lead to decreased employee morale and engagement, which directly impacts productivity. Engaged employees are 17% more productive than their disengaged counterparts. 3. Innovation Stagnation: A culture where employees feel unsafe to express their ideas or take risks stifles innovation. Innovative companies are known to outperform their peers significantly in terms of revenue growth. 📉 The Financial Impact: - Revenue Decline: Companies with poor workplace culture see declines in revenue. According to Gallup, disengaged employees cost U.S. companies up to $550 billion annually in lost productivity. - Brand Reputation: A toxic work environment can damage a company's reputation, making it harder to attract top talent and affecting customer perception. Companies with strong reputations can see up to 5.4 times more revenue growth. 🚀 Creating a Positive Culture: 1. Leadership Accountability: Leaders must be committed to fostering a positive culture by setting the tone and holding everyone accountable for their behavior. 2. Clear Communication: Establish clear policies and open lines of communication to address and resolve toxic behaviors. 3. Encourage employees to share their ideas and concerns through regular feedback mechanisms, such as surveys and open forums. Empowering employees to voice their thoughts helps identify and mitigate toxic behaviours early on. I help businesses transform their workplace culture, leading to increased employee satisfaction, better retention, and sustainable growth. By addressing toxic behaviors and fostering inclusivity, businesses can unlock their full potential. Have you experienced the impact of workplace culture on business growth? Share your insights and experiences with us, write them in the comments! For more strategies on creating a healthy and productive workplace, contact me Veronica for a free consultation on 0424 770 778. I'm listening! #BusinessGrowth #WorkplaceCulture #Leadership #EmployeeEngagement #Innovation

Workplace culture plays a vital role in shaping the productivity and well-being of any team. Unfortunately, toxic environments can have a far-reaching impact on both employees and the organization as a whole. When negativity, gossip, micromanagement, or lack of support dominate the office culture, it’s not just the morale that suffers – it’s the entire team’s productivity. Here’s how toxicity affects teams: Lower Employee Engagement – When employees feel undervalued or disrespected, their motivation drops. Disengagement leads to missed opportunities for creativity and growth. Increased Stress & Burnout – A toxic atmosphere heightens stress, leading to burnout. This results in higher turnover and decreased work quality. Collaboration Breakdown – When trust is compromised, team members hesitate to collaborate, leading to siloed work and missed synergy. Poor Decision-Making – Toxic environments can create a “fear of speaking up” culture, leading to poor decisions because critical feedback is suppressed. High Turnover – A culture of toxicity often pushes valuable employees to leave, resulting in costly hiring and training processes. Addressing toxicity in the workplace is not optional; it’s essential for fostering a positive, productive, and innovative team. 💡 As leaders, it's our responsibility to create an environment where respect, communication, and support are the cornerstones of our culture. Let’s strive to build workplaces where people thrive, not just survive. 1. What’s been your experience with workplace toxicity? 2. How have you seen it affect productivity and morale in your team? 3. What steps do you think organizations should take to address this? Let’s hear your thoughts and start a conversation! 👇 #Leadership #WorkplaceCulture #EmployeeWellbeing #Teamwork #Productivity #Toxicity #MentalHealthAtWork

Is Favoritism Creating a Toxic Work Environment in Your Office? Favoritism in the workplace can be incredibly damaging, eroding trust, morale, and productivity. You might think your employees can’t see it, but they do. Here are some clear signs of favoritism: ⚠ Unequal Workload: Favoring certain employees with lighter workloads or more favorable assignments. ⚠ Promotion Bias: Promoting individuals based on personal relationships rather than merit. ⚠ Exclusive Opportunities: Providing certain employees with exclusive opportunities for development or perks. ⚠ Differential Treatment: Giving some employees more flexibility or leniency compared to others. Why It Matters: Favoritism undermines the principles of fairness and equality, leading to resentment and disengagement among employees. It's crucial for leaders to be aware of these signs and take steps to ensure all employees are treated equitably. What You Can Do: ✅ Implement transparent policies for promotions and assignments. ✅ Regularly review workloads to ensure fairness. ✅ Encourage open communication and feedback from your team. As an HR Consultant and Transformational Coach, I can help you identify and eliminate favoritism in your workplace, fostering a fair and productive environment. Let’s connect and explore how to enhance your leadership approach. 🤝 🧠 Follow me for more insights on leadership, compliance and HR strategies. ♻️ Repost this if you think it can help someone in your network! #Leadership #WorkplaceCulture #HR #EmployeeEngagement #MondayMotivation

#Micromanagement: The Silent Killer of Workplace Morale It's a term that sends shivers down the spines of employees everywhere. While some might argue it's a sign of attention to detail, in reality, it's a productivity killer and a surefire way to drive talented individuals away from your team. Reflecting on my own experiences, I can't help but emphasize how detrimental it can be, even in an otherwise enjoyable job. In my previous role, I was fortunate to work with a fantastic team on exciting projects. The work itself was fulfilling, and I genuinely enjoyed the challenges it presented. However, despite the positives, micromanagement became a pervasive issue. Every task was scrutinized, every decision questioned, and every move monitored. While I understood the need for oversight, the lack of trust and autonomy ultimately pushed me to reconsider my position, as it does for many others. Micromanagement prevents individuals from learning and growing in their roles. Without the freedom to experiment, make mistakes, and learn from them, employees are unable to reach their full potential, ultimately hindering their professional development. So, how can we combat micromanagement and create a more empowering work environment? 1. Promote Trust and Empowerment: Trust your employees to do their jobs and empower them to make decisions. Provide clear goals and expectations, but allow flexibility in how they are achieved. Trust breeds confidence and fosters a sense of ownership among team members. 2. Encourage Open Communication: Establish open lines of communication where feedback flows freely. Encourage employees to voice their ideas, concerns, and suggestions without fear of repercussion. Creating a culture of transparency fosters trust and collaboration, reducing the need for micromanagement. 3. Provide Opportunities for Growth: Invest in your employees' development by offering training, mentorship, and opportunities for advancement. When individuals feel supported in their professional growth, they are more likely to stay engaged and committed to their roles. In conclusion, while micromanagement may seem like a well-intentioned approach to ensuring quality and efficiency, it often achieves the opposite effect. By fostering trust, promoting open communication, and prioritizing employee development, we can create a workplace where individuals thrive and micromanagement becomes a thing of the past. #Leadership #EmployeeEngagement #WorkplaceCulture #HR

Creating a workplace culture where employees feel empowered to bring their full selves to work is key to fostering innovation, inclusion, and loyalty. 🔥 "Campfire Chats": Create informal spaces for open conversations where employees can express themselves freely, leading to deeper connections and stronger culture. 🗣 Radical Candor: Encourage open, honest feedback to promote growth and trust, turning difficult conversations into opportunities for improvement. 🌿 Prioritize Wellness: Show employees the importance of physical and mental health by leading by example and supporting their well-being. 💪 Embrace Vulnerability: Admit mistakes and show transparency as a leader to foster a culture where learning from failures is celebrated. 🔍 Stay Curious: Take an interest in employees’ personal goals and motivations, encouraging them to share their passions and bring new ideas to the table. #Leadership #CompanyCulture #WorkLifeBalance 🔥 “Campfire chats” can be any informal gathering that breaks down hierarchy and encourages authenticity. 🗣 Practicing radical candor builds a more resilient and open organization. 🌿 CEOs who model healthy work-life balance inspire employees to prioritize their well-being. 💪 Vulnerability from leadership opens the door for innovation and trust. 🔍 Curiosity about employees' lives can reveal hidden talents and drive higher engagement. https://lnkd.in/grKFR8Dj

🌱 How do you calculate the ROI 📈 (return on investment) of workplace wellness? 🧘 We can start by calculating the cost of high turnover and employee sick time. Harvard Business Review has 30+ years of good data that demonstrates teams who chronically overwork have higher turnover and take more sick days than teams who do not. Turnover is incredibly expensive when you consider the cost of recruiting, training, and the knowledge lost when people burn out, drop out, and have no incentive to stay or exit in a planned and ethical way. This is all determined by the executive team, their human resource strategy, and the documentation they use (or don’t use) to onboard team members, partners, and employees. Is your company open to discussing improving the quality of their onboarding and company documentation?  If you’ve identified room for improvement, this could be your opportunity to step in and gain a more strategic position in your organization. I always find this spot interesting. Team members are quick to point out gaps in their companies' plans but shudder and run away at the proposition of standing up and offering strategies and solutions. “Not my job,” some say. As a leader, if it touches you and affects you, you are at least partly responsible for identifying a solution. “Success in any endeavor depends primarily on you.” ~ Jim Rohn Ownership facilitates transcendence.  Blame causes decay. Now, how you approach this conversation is really important. What do you think? Are you ready to lean into a greater degree of leadership in your career? If you, or a leader you respect, want to master the language of leadership and modern business, I suggest you contact me. I’ve spent the last four years creating one of the best, most supportive B2B networking and development platforms on the web today. A place where leaders can learn, discuss, and network without judgment.  👉 If you like this type of content, please like and share it with your team members, so LinkedIn knows to show it in your feed. #WorkplaceWellness #MindBodyConnection #PlantMedicineLeaders

🌟 Workplace culture is the backbone of productivity, employee satisfaction, and overall organizational success. But how do you know if your workplace culture needs a revamp? 🌟 There are a number of signs to watch out for and I'm going to address a number of them over the coming weeks. 🌟 Today's focus: Micromanagement! 🌟 When leaders focus on controlling every detail rather than empowering their teams, it stifles creativity and growth. Employees feel trusted when they're given autonomy to perform their roles. Micromanagement is one of the most common pitfalls in leadership, and its impacts can be deeply detrimental to both employees and the organization as a whole. Understanding the signs and effects of micromanagement is crucial to fostering a healthier, more productive workplace. Here are some signs of micromanging tendencies: 🚨Excessive Control: Constantly checking in on employees and requiring frequent updates on minor tasks 🚨 Lack of Delegation: Reluctance to delegate tasks, leading to an overburdened manager and underutilized employees. 🚨 Frequent Corrections: Regularly making corrections and changes to employee's work, often without providing clear guidance or rationale. This all leads to reduced morale, decreased productivity, stifled innovation and high turnover. Here are a few ways to overcome micromanaging tendencies: 💫 Build Trust: Trust your team to handle their responsibilities. Give them autonomy to make decisions and solve problems. 💫 Delegate Effectively: Learn to delegate tasks based on your team's strengths. Set clear expectations but allow employees the freedom to determine how they achieve the results. 💫 Focus on Outcomes: Shift your focus from how tasks are completed to the results achieved. This helps employees feel more responsible for their work and encourages a results-driven mindset. 💫 Provide Support, Not Control: Offer guidance and support without taking over. Be available to answer questions and provide resources, but let employees take the lead. 💫 Encourage Feedback: Foster an open environment where employees feel comfortable giving and receiving feedback. This helps identify areas for improvement without resorting to micromanagment. By recognizing the signs and actively working to let go of controling tendencies, you can create a more empowered, innovative, and productive workplace. Leadership is about inspiring and guiding your team, not controling every detail. Trust your team, delegate wisely, and focus on outcomes to drive success. #Leadership #WorkplaceCulture #LetGo #TrustYourTeam

More than ever, today's employees long for purpose, a sense of belonging, and opportunities to grow. However, the American Psychological Association’s recent survey found that employee happiness is down while burnout remains high. It revealed that 77% of U.S. workers experienced work-related stress, with more than half saying it was driving them close to burnout. The main culprit? A workplace culture that doesn’t support the passion and drive of today’s employees. To help address this issue, companies may want to turn to one particular type of employee: managers. As the ones who set the tone for the rest of the team, managers have the power to create a positive and supportive work environment. By prioritizing employee well-being and providing opportunities for growth, managers can help prevent burnout and increase overall happiness. So, if you're a manager, consider the impact you have on your team's well-being. And if you're an employee, don't be afraid to speak up and advocate for a healthier workplace culture. Together, we can create a more supportive and fulfilling work environment for everyone. #workplaceculture #employeehappiness #burnoutprevention

Employees Deserve Better Than a Toxic Work Culture Everywhere you look, companies are competing for talent. Yet, what often gets overlooked in the hustle for hiring is the actual environment employees work in. A high paycheck or trendy perks might attract talent, but what keeps them? It’s the CULTURE. For employees to truly thrive, companies need to offer more than just a paycheck. Here’s what people genuinely need: Psychological Safety: People need to feel safe to share ideas, ask questions, and make mistakes without fear of backlash. When employees are respected and heard, innovation and productivity naturally increase. Supportive Leadership: Leadership sets the tone. Employees need leaders who inspire, provide guidance, and genuinely care about their growth. Toxic managers only lead to disengagement and turnover. Opportunities for Growth: A workplace should nurture potential, not suppress it. Employees want to feel challenged and see a clear path forward, with support for learning and advancement. Recognition and Appreciation: It’s amazing how a simple “thank you” or acknowledgment of effort can boost morale. People want to know their hard work is seen and valued, not just measured against numbers. Work-Life Balance: A culture that encourages balance shows employees they’re valued as people, not just productivity machines. This balance isn’t a “nice to have”—it’s essential for long-term success. 💡 Companies, let’s prioritize creating a healthy, supportive culture. When employees feel respected, supported, and valued, they’re empowered to perform at their best, which benefits everyone. Toxic work environments only lead to burnout, disengagement, and high turnover. It’s time to invest in the kind of workplace that people are proud to be a part of—and where they actually want to stay. #CompanyCulture #EmployeeWellbeing #Leadership #ToxicWorkplace #EmployeeRetention