Workplace toxicity – Look inwards

Restoring our engagement levels clearly then becomes a matter of choice than accident. Once this responsibility is wholeheartedly owned, the next challenge lies in dealing with the frequent workplace toxicity encountered in the form of our disengaged lot. This sequel provides some suggestions to deal with the disengagement around us.

Srajjal was a very high energy and high potential executive sharing his workspace with five other team members. His manager was very happy with his performance and was planning for a good promotion for him post the appraisal. Two of the disengaged team members specialized in bad mouthing clients, the team lead and all the stakeholders that they interacted with. They would spend hours together in the analysis and paralysis of happenings in the organization, whether it concerned them or not.

They would also keep taking digs at Srajjal for his enthusiasm, tireless contribution to the organizational goal achievement and focused efforts. Most of the times he would resist being a part of such baseless discussions, but was of late getting very frustrated with the snide comments that found their way to him. He was seriously contemplating talking to his manager and getting an internal transfer so as to avoid putting up with these spoils sports.

Is Srajjal’s plan justifiable? Should he throw away his chance of career progression and succumb to the negativity generated by two others? The answer to this lies in looking for  some pointers presented below:

Remind self of ones goals and objectives

Each one of us joins an organization with a clear objective in mind. The goal attainment is not based on the presence of ideal conditions such as constant conducive environment, collaborative colleagues and caring superiors. A tryst with the disengaged can stretch an engaged employee to maintain focus and positivity. However, it is necessary to remember the basic goal with which one had joined the organization in the first place. Thus changing our goal structure or our basic persona in response to any non-performing assets is not a choice of a wise individual.

Identify the energy sappers

Once you have acknowledged who puts you off at work, the next best thing is to see if encounters with them can be minimized if not eliminated. Care can also be taken that a dialogue with them is restricted at least during critical hours of work. The push back mechanism also helps where you push back all attempts of provoking you to justify your decisions, stand on certain issues and enthusiasm to weather bad conditions at work.

Watch your self-talk

Neuro Linguistic Programming (NLP), a Science meant to reframe our internal representations, states that the map is not the territory. Your internal map of the conditions around you may get removed from reality if you allow it to get tainted by the bleak pictures painted by the disengaged around you. No matter what others say to you, your reality depends upon how you choose to look at things. An active disputation of the unrealism that stems out of the expressions of the disengaged will always help you to remain grounded and on track.

Set limits

Disengaged people in the form of whiners constantly need a shoulder to lean on. Many people may feel obligatory to listen to them. However assertiveness demands that one needs to set limits with them. You can make it very clear that you may not want to be a part of the gossip or mindless ramble on office politics either directly or by distancing yourself physically. Ultimately, no one can force you to have a dialogue without your permission.

Learn to rise above petty issue

Most successful people do not mind losing battles as they clearly aim to win wars. Trying to win over every argument and justify each stand with the disengaged would only lead to irritability and frustration. It makes sense therefore to let some objections and bickering pass by rather than pick up every fight to prove one’s point.