Social media posts often rail against micromanagers, bad bosses, and toxic workplace cultures, as if these problems suddenly appeared out of nowhere. Reading through the posts, you might think aliens caused these issues.
But toxic workplaces don’t happen overnight; they’re built, one quiet compromise at a time.
It’s tempting to think the root of every toxic workplace is bad leadership, poor HR policies, or a broken culture. But often, toxicity is not just something we endure; it’s something we unconsciously enable. Through silence, self-protection, or short-term thinking, even well-meaning professionals can contribute to a toxic office culture.
In this article, we’ll explore five subtle yet powerful ways employees perpetuate unhealthy workplace behaviours. The article will also suggest clear actions to shift toward a healthier, more empowered professional culture.
1. Ingratiation Over Integrity: A Hidden Driver of Toxic Workplaces
We often blame leadership when the work culture becomes very toxic and unbearable. Sometimes, it’s justified.
However, in my consulting role in a banking organisation, I watched a quiet kind of toxicity thrive. Not from the C-suite, but from everyday employees. It didn’t start with a policy. It began with everyday behaviours no one questioned.
Take ingratiation, for example. At its core, it’s the act of gaining favour through flattery, compliance, or calculated neutrality. We mistake ingratiation for professionalism. But it’s nothing but a survival strategy. You’ve seen it before: the colleague who flatters the boss at every opportunity or the team member who agrees with everything leadership says, no matter how flawed. Ingratiation involves excessive praise, performative helpfulness, and pretending to align even when you don’t.
Why this happens: It’s a survival tactic. Many employees believe playing nice or being overly agreeable will secure favour or job security.
However, when ingratiation replaces genuine feedback and contribution, it erodes trust and meritocracy. It fosters an environment where popularity takes precedence over performance. Over time, resentment grows, innovation stalls, and mediocrity becomes the norm.
A better approach: Offer honest input, even when it’s uncomfortable. Lead with value, not flattery.
2. Silence in the Face of Wrongdoing Sustains a Toxic Workplace
Silence may seem harmless, but it is the oxygen that keeps toxic behaviours alive. Whether it’s watching a peer get disrespected in a meeting or witnessing bias and saying nothing, silence signals acceptance.
Why this happens: Fear. Speaking up feels risky. People worry about retaliation or being labelled ‘difficult.’
But passivity enables toxicity. When issues go unchallenged, bad behaviour becomes normalised.
A better approach: Start small. Speak up privately. Ask a question. Support others who raise concerns. Even a small act of courage can break the cycle of dysfunction.
As seen in the Boeing whistleblower case, silence isn’t neutral; it’s often dangerous:
3. How Overwork Culture Fuels a Toxic Workplace
We treat exhaustion like a badge of honour and praise the ‘always busy’ employee even when their results are mediocre. Meanwhile, we label employees who set boundaries as uncommitted.
Why this happens: Many of us equate busyness with value. So, we fear being seen as replaceable.
But when we celebrate constant overwork, we create a culture where employees compete to be overwhelmed. It discourages rest, reflection, and true productivity.
A better approach: Model sustainable success. Protect your time. Recognise others not just for output, but for impact.
4. When Office Politics Become a Breeding Ground for Toxic Culture
Politics exist in every workplace, but toxic workplaces are characterised by political gamesmanship. When people base promotions on alliances, weaponise information, and hoard credit, they’re not just playing the game—they’re poisoning the field.”
Why this happens: Political navigation feels necessary to survive, especially in unclear or unstable cultures.
But unchecked politics erode trust, punish honesty, and reward manipulation. Teams become fragmented. Morale plummets.
A better approach: Build influence through clarity and consistency. Share credit. Foster transparency. The following piece on building trust shows that culture improves when people don’t confuse influence with manipulation.
5. We Reward Likeability Over Accountability
That friendly colleague who gets away with everything because “everyone likes them”? They smile, nod, and stay agreeable, but rarely follow through. We shouldn’t let popularity shield underperformance, nor dismiss difficult truths just because they’re uncomfortable.
Why this happens: We equate being liked with being safe. Calling out a popular peer feels risky.
However, when we trade accountability for likeability, we allow toxic behaviours, missed deadlines, and passive aggression to go unchecked.
A better approach: Cultivate a culture where feedback is normalised. Appreciate people, but expect standards.
Growth isn’t built on comfort. It’s built on honest accountability.
Summary: The 5 Behaviours We Must Rethink
- Ingratiation over integrity undermines trust.
- Silence enables injustice and poor culture.
- Burnout masquerading as success is unsustainable.
- Office politics reward survival, not collaboration.
- Likeability without accountability erodes performance
Final Thoughts: We Create the Toxic Workplace We Run From.
Toxic workplaces don’t start with policies; they start with people. We shape culture by what we ignore, what we tolerate, and what we reinforce. The good news? That means we have power.
Each time you decide candour over compliance, accountability over avoidance, and courage over convenience, you create a small impact. And those small impacts change culture.
The fix won’t come from HR alone. It starts with us.
Related Reading from Our Blog
- Organizational Politics: The hidden aspect of corporate behaviour
- When Silence Isn’t Golden: Why Brave Leaders Speak Up.
- How Open Communication in Leadership Breaks Costly Silence.
