Many leaders are facing a big question in 2025: yes or no to RTO. After all, issues like a lack of remote company culture and online conflict haven’t gotten better, so some have found it a good time to bow out. But how do those with long-term remote goals face a souring online culture?
Online toxicity wrought with backhanded comments and suspicion can grow unchecked, and before you know it, you can find yourself amidst a quagmire of drama and disgruntled team members. It’s no surprise that unhappy workers are less productive, burn out and quit.
Ideally, toxicity should be prepared for before the fever sets in, but don’t worry too much if the infection has already spread; these tips will help you understand not only how toxicity grows but also how to cure its ugly effects.
1. Unmask the boogie man
A lot of negative vibes stem from interpersonal conflict. It’s easy to vilify team members who have frustrated you, especially if they operate on a different team. Annoyance can lead to gossip and create an “us vs. them” feeling. Making a boogie monster out of a team member is much easier when you’ve never met them, even on a video call. A great way to avoid this is to build human connection by having frequent internal networking, cross-team interactions, social events and camera-on video calls. We are more empathetic and understanding of delays and mistakes when we know the person behind them.
2. Remember, this isn’t a manhunt
Hunting down sources of gossip isn’t your prerogative. The reality is that gossip and chatting behind the boss’s back will happen no matter what you do. I’d even dare to say some types of sans-boss gossiping can be healthy. Blowing off steam or venting about an annoying colleague or a stressful week without worrying about what the boss will think can create camaraderie and release tension.
It’s not your job to hunt down the offenders but to create an environment where toxicity can’t thrive. Tracking down sources of chatter, limiting communication or policing interactions spell micromanagement, which kills the sanity of everyone involved. Instead, provide space for open feedback and healthy communication, which can help diffuse frustrations that may lead to bigger issues. Being the wild gossip-chaser is undoubtedly not the look you want to go for; be instead the facilitator of genuine, open interactions.
3. Be generous with your pats on the back
Employees who don’t feel appreciated are (understandably) more likely to feel frustrated and can easily spread this sentiment. Recognition can so often be forgotten in recent years but is not any less important. Aside from the essential tangible methods of showing appreciation, such as bonuses, raises and extra benefits (please don’t forget these!), less formal recognition should be an intentional focus.
This can manifest in a number of different ways, from call-outs in Slack or Teams channels to specific recognition or tailored wording. A simple “I appreciated how you kept your cool with that frustrated client” and moving to “we,” not “me” language goes a long way. Yes, it can feel cheesy. Get over it. This rings even more true for Gen Z, who thrive on constant encouragement and praise. It’s simple, really: happy employees, good vibes.
4. Don’t live by the green “online” status
Work-life balance is on the lips of an employer who’s worth their salt; you’d be silly to ignore it. Some work environments have evolved to praise the employees who have the green “online” status on the longest and who continue to glow on during the weekends and holidays. Fight this tendency, and encourage or even consider mandating disconnecting. Discuss and manage boundaries and off-hours interruptions.
Showing your team members that you value and respect their well-being and life away from you cultivates a feeling of mutual respect. A balanced, well-rested mind can better process small issues that could rot into toxicity. Providing spaces for “water cooler chats” during working hours is another great way to prioritize disconnecting from the grind; socially connected employees have better mental health.
5. Don’t be Big Brother
In the office, you never wanted to be that manager, leaning over your team members’ shoulders, breathing down their necks. That leader makes people want to pack their bags.
Remote work offers employees more freedom, which can be a stressor for those who like to have an eye on everything. Accept the relative loss of control you have in remote work, and encourage fellow leaders to aim to do the same. It’s easy to see minute-by-minute activity trackers and careful review of every task as necessary means to maximize productivity, but this makes employees feel untrusted and suspicious. Leave micromanaging in the past, and show your team respect by loosening your grip.
Breathing in a new culture
When the big question of a return to office inevitably comes up following the recent moves, leaders need to honestly evaluate their strategies for eliminating a sour work environment. Ignoring it only lets the problem fester, spelling out the gory death of a healthy workplace. Take stock, and lead your team out of toxic air to the fresh breeze of a new culture.
Source – https://www.smartbrief.com/original/5-ways-to-defeat-toxicity-in-the-remote-workplace