How to deal with toxic behaviour in the workplace

Workplace toxic behaviours fit into 2 categories – interpersonal (bullying & sexual harassment) or organisational (ignoring company policies or theft).

Nature & nature factors like cognitive ability, personality, family history & nutrition play a role in determining a person’s good and bad behaviours.

Employees with high cognitive ability are better at self-managing feelings of violence & anger thus reducing the risks of toxic behaviour at work.

Integrity tests can assess the risk of a candidate undertaking toxic behaviours such as bullying, intentional impoliteness and snubbing of colleagues.

Research has shown that personality traits such as anger, lack of self-control, low honesty and humility can increase the risk of a person behaving badly.

Values that can influence a person’s behaviour these fall into 4 categories – self-enhancement, self-transcendence, conservation, and openness to change.

SACS research found that negative behaviours in the workplace like intentional impoliteness, snubbing & bullying occurs frequently but often goes unreported

Using psych testing will ensure that your next hire will be somebody who will contribute positively to your corporate culture rather than acting toxically.

An unambiguous definition of acceptable behaviours creates a more positive environment, but it also means that you don’t have a decline in standards.

To have a team that is inclusive you need to recruit the right people, those who are smart, generous, & kind are more likely to be tolerant towards other.

Learn how to coach people out of behaving toxically, and to behave in a way which is more favourable to the organisation and to their colleagues.