Let’s Stop Normalizing Workplace Toxicity—Our Well-Being Depends On It!

We’ve all heard it before: “That’s just how it is here,” or, “You have to develop a thick skin if you want to survive.” It’s a phrase that, over time, turns into silent acceptance of workplace toxicity. And while many of us may laugh it off or chalk it up to the nature of work, the truth is that toxic environments leave deep scars—on our confidence, on our mental health, and on our sense of purpose.
Whether it’s an unrelenting workload, passive-aggressive comments in meetings, or a leadership style that thrives on fear rather than support, toxicity seeps in slowly until one day, it feels normal. But it shouldn’t be normal, and we don’t have to accept it.

Why This Matters: Real People, Real Impact

Behind every resignation letter, every employee who withdraws from their work, and every colleague struggling to get through the day is a real person. They might be fighting to balance work with personal challenges, dealing with health concerns, or simply trying to find joy in their job. When we normalize toxic behaviors, we’re telling those people that their well-being doesn’t matter as much as the bottom line—and that’s simply wrong.
Toxic workplaces don’t just create stress; they can fundamentally change how we see ourselves. Many of us have worked in environments where we started out excited and hopeful, only to slowly feel drained, unappreciated, and unsure of our abilities. And yet, because it happens gradually, we don’t always recognize how harmful the culture has become until it’s too late.

Breaking the Cycle: A Leadership Responsibility

Leaders set the tone for workplace culture, whether they realize it or not. Think about the best leader you’ve ever worked with—someone who made you feel valued, supported, and inspired to do your best. Now think about what made them different: chances are, it wasn’t just their technical skills but how they treated people.
Great leaders build trust, encourage open dialogue, and foster an environment where employees can speak up without fear. They don’t sweep toxic behaviors under the rug or accept disrespectful conduct as “just how things are.” They take a stand because they know that when people feel safe, they thrive.

What We Can All Do

·       Here are a few small but meaningful ways we can start:

·       Call Out Toxic Behavior
If you see something toxic happening—whether it’s a dismissive comment in a meeting or a colleague being treated unfairly—speak up. It doesn’t have to be confrontational. Sometimes a simple, “I don’t think that was appropriate,” or, “I noticed something that didn’t sit right with me,” can shift the conversation.

·       Check In on Each Other
Toxic cultures thrive when people feel isolated. Taking the time to ask, “How are you doing?” or offering a listening ear can go a long way in creating a sense of connection and support.

·       Model Positive Behavior
Even small actions—like showing gratitude, giving credit where it’s due, and being respectful—can set a powerful example. Culture isn’t built overnight; it’s the result of countless daily interactions.

Why It’s Worth the Effort

At the end of the day, work is more than just a paycheck. It’s where we spend a large portion of our lives. It’s where we grow, build relationships, and find purpose. When we normalize toxicity, we strip work of that potential, turning it into something that drains rather than energizes us.
Imagine what workplaces could look like if we collectively refused to accept toxic behavior. If we created environments where people felt safe to be themselves, where respect wasn’t optional, and where well-being wasn’t an afterthought. That’s the kind of future we should be working toward—not just for ourselves, but for the people who come after us.

Final Thoughts

It’s time to humanize the workplace again. It’s time to reject the idea that stress, disrespect, and fear are the cost of doing business. They’re not. We deserve better—and so do our colleagues, friends, and loved ones. Let’s stop normalizing toxicity and start normalizing empathy, kindness, and connection.
Because at the end of the day, work isn’t just about what we do—it’s about who we are while we’re doing it.