People Managers: Your First Line of Defense Against Workplace Toxicity

No matter the size or mission of an organization, all employers must proactively work to prevent toxic work environments. Failing to do so increases the likelihood of negative outcomes, from high employee turnover and tarnished public reputation to potential legal action.

The risks of unchecked toxicity were highlighted in a survey conducted earlier this year by HR solutions provider INTOO and research agency Workplace Intelligence. Of the 1,600 full-time U.S.-based employees surveyed, 35% said they’d accept a lower-paying job to escape a toxic work environment.

A Crisis of Confidence

Imagine the impact of potentially losing more than a third of your workforce due to a toxic work culture. While actual numbers vary by organization, workplace toxicity can undermine any employer’s stability and productivity.

One of the challenges of toxicity is that it often develops slowly, festering within teams or departments, making it difficult to detect on an organization-wide scale. This is where people managers play a critical role as the first line of defense. Their close involvement with employees enables them to spot signs of conflict or negativity early on and intervene before it escalates into toxicity.

However, recent statistics show that many managers feel unprepared to manage conflict. In a September 2024 blog post, leadership development firm DDI reported that nearly half (49%) of the more than 70,000 managers it assessed lacked effective conflict management skills. In addition, DDI’s Global Leadership Forecast 2023 found that only 30% of more than 15,500 HR professionals and leaders surveyed worldwide felt confident in handling workplace conflicts.

Best Practices for Employers

The message for employers is clear: Managers need to be equipped to identify, address, and resolve conflicts competently and confidently. Building their capabilities isn’t always easy, but here are two essential steps to help combat toxicity:

1. Establish Clear Policies and Procedures

Toxicity thrives when there are no checks and balances to prevent it. Ensure your organization has clearly worded, widely communicated, and consistently enforced policies against discrimination, harassment, and bullying.

If you need to establish or revise any of these policies, consider consulting a qualified attorney to ensure the language is legally sound. Even if you already have policies in place, review them periodically to determine if updates are needed based on changes in the workforce or other circumstances.

Having strong policies alone is not enough. Organizations must also have clear procedures for reporting violations, conducting investigations, and enforcing consequences. Adopting a continuous improvement approach can help ensure that these procedures are effective and evolve over time based on lessons learned.

2. Invest in Manager Training and Ongoing Development

As the DDI data highlights, many managers feel underprepared to handle conflicts effectively. When onboarding new managers, include conflict resolution as a core training topic, along with comprehensive coverage of your organization’s policies and procedures.

Avoid the pitfall of treating initial training as a one-time fix. To maintain a positive environment, upskill managers in conflict resolution regularly—ideally on an annual basis. Options may include online seminars, guest speakers, and career-centered counseling. Consistent training and development can bolster managers' confidence and competence in managing conflict effectively.

Cultivating a Nontoxic Culture

Ultimately, choosing and supporting people managers wisely is essential to creating a positive, inclusive work culture. Check in with your managers regularly and recognize their efforts in maintaining a healthy and consciously nontoxic environment. By doing so, you not only safeguard your organization from potential conflicts but also create a workplace where employees feel valued, respected, and engaged. For more information or guidance on cultivating a nontoxic culture, feel free to reach out to our team.