When toxic positivity is employed to dismiss or ignore real issues and emotions, it can hurt our ability to problem solve and in turn create an inauthentic work environment. Therefore, understanding what toxic positivity in the workplace looks like is the first step towards preventing its damaging effects on team morale and productivity.<\/p>\n\n\n\n
What is toxic positivity?<\/h2>\n\n\n\n
At its core, toxic positivity is the idea that no matter how difficult a situation is, you must only focus on the good, and negative emotions are not allowed. More specifically, toxic positivity in the workplace happens when we cross the line from trying to maintain a positive work environment to forcefully dismissing any negative emotions.<\/p>\n\n\n\n
Some leaders think that this approach projects strength by brushing challenges aside and assuring everyone that \u2018It\u2019s all going to work out\u2019 or \u2018Everything happens for a reason.\u2019 These things don\u2019t go away on their own, and people notice. Masking the problems behind a curtain is a common example of how toxic positivity can make employees feel ignored at work or that their concerns are unimportant to leadership.<\/p>\n\n\n\n
3 examples of toxic positivity in the workplace<\/h2>\n\n\n\n
To better understand what toxic positivity in the workplace is, here are three examples of situations you may have encountered throughout your career:<\/p>\n\n\n\n
1. Brushing off legitimate concerns<\/h3>\n\n\n\n
A common example of toxic positivity is when employees express frustration or concerns about a project or workload and a manager responds with \u2018It could be worse\u2019 or ‘Just stay positive\u2019. This dismisses the real issue and diminishes the employee\u2019s emotions instead of addressing the root causes of their feelings or offering constructive solutions.<\/p>\n\n\n\n
2. Overemphasising the good<\/h3>\n\n\n\n
Most if not all organisations want to create a positive culture where employees are happy<\/a> and find meaning in their work. When that is taken to an extreme, employees may feel pressured to mask their true feelings in exchange for maintaining a superficially positive atmosphere. When someone is struggling with a personal or professional challenge, it\u2019s important to acknowledge the emotional complexity of an employee\u2019s situation and encourage them to seek the support they need.<\/p>\n\n\n\n Burnout is a real threat to a modern workforce. When employees show signs of burnout or stress, toxic positivity glosses over the true issues, ultimately perpetuating an unsustainable work culture<\/a> and putting the wellbeing of your employees at stake. This type of response can invalidate an employee\u2019s experience and fails to acknowledge their need for rest, proper resources, or workload adjustments. The good news is that employee burnout<\/a> is not only resolvable, but preventable by routinely checking in with your team and assessing individual workloads.<\/p>\n\n\n\n Positivity is a good thing, but only when it is genuinely felt, and when negative emotions at work are properly addressed. Toxic positivity in the workplace can disrupt productivity and overall morale in a number of ways including:<\/p>\n\n\n\n Emotions that are not able to be expressed don\u2019t disappear, they grow. These bottled-up emotions will eventually push people into action resulting in reduced productivity, employee disengagement<\/a>, and increased turnover rates. <\/p>\n\n\n\n When employees are only directed to look at the good in a situation, it doesn\u2019t allow room for growth. Identifying and discussing challenges are the first steps of creative problem solving.<\/p>\n\n\n\n When only the most positive emotions are encouraged, as is common with toxic positivity in the workplace, employees may feel pressured to hide their true feelings, fearing they\u2019ll be labelled as negative or unmotivated. Over time, this can lead to a lack of trust in their team, their leaders, and an inability to have authentic dialogue.<\/p>\n\n\n\n Striking a balance between optimism and leadership authenticity<\/a> is important for leaders wanting to create productive work environments. Toxic positivity can be harmful, but so can constant negativity. Here are a few strategies leaders can use to strike that balance and prevent toxic positivity in the workplace:<\/p>\n\n\n\n Instead of shutting down complaints with forced positivity, leaders should encourage collaborative problem solving.<\/p>\n\n\n\n Create a culture where employees feel safe to share their feelings, both positive and negative. Train leaders to listen without judgement and instead of masking emotions with toxic positivity, try to validate and acknowledge them, creating space for honest conversations as a result.<\/p>\n\n\n\n Leaders should model healthy emotional expression by sharing their own challenges and how they were able to work through them. This vulnerability in leadership<\/a> allows others to learn from your mistakes and sets a precedent that authenticity is valued, resulting in a more positive emotional climate<\/a> that simultaneously helps leaders avoid the pitfalls of toxic positivity.<\/p>\n\n\n\n While positivity isn\u2019t inherently bad, it\u2019s about timing and tone. Leaders should focus on empathetic communication that recognises employees\u2019 feelings while expressing confidence in their abilities. This balance helps prevent the harmful effects of toxic positivity and creates a more authentic workplace.<\/p>\n\n\n\n Positivity at work can be a powerful motivator, but only when it comes from a place of authenticity and empathy. By cultivating an environment of openness and understanding, we can combat toxic positivity in the workplace and build cultures where employees feel valued, heard, and supported. A truly positive work environment is not one where everyone is happy all of the time. Rather, it\u2019s an environment where all emotions are seen and challenges are met head-on with resilience<\/a> and respect.<\/p>\n\n\n\n The requirements to successfully lead in today\u2019s organisations differ significantly from the past, and leadership hiring and development processes can only be effective if the attitudes, skills, and behaviours measured align with demands of the modern, complex world. Optimise your leadership talent processes, and create an organisation fit for the unpredictable future with our tip sheet, which will help you to understand the areas your (future) leaders need to master for sustained success.<\/p>\n\n\n\n3. Ignoring employee burnout<\/h3>\n\n\n\n
How does toxic positivity affect the workplace?<\/h2>\n\n\n\n
Increasing stress and burnout<\/h3>\n\n\n\n
Undermining problem solving<\/h3>\n\n\n\n
Eroding psychological safety<\/h3>\n\n\n\n
How leaders can help prevent toxic positivity in the workplace<\/h2>\n\n\n\n
Find solutions without minimising challenges<\/h3>\n\n\n\n
Foster emotional honesty<\/h3>\n\n\n\n
Lead by example<\/h3>\n\n\n\n
Balance positivity with empathy<\/h3>\n\n\n\n
Fostering an authentic workplace culture beyond toxic positivity<\/h2>\n\n\n\n
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<\/figure>Nine essential elements for modern leadership<\/h2>\n\n\n\n