In contemporary work culture, positivity is “the key to success.” Yet, this idea has a critical omission: the word authentic. Authentic positivity enhances morale, teamwork, and productivity, setting it apart from its counterpart, toxic positivity. This article will explore the complexity of toxic positivity at work and help you foster a healthier relationship with your occupational dimension of wellness.
Authentic vs. Toxic Positivity at Work
Authentic positivity at work creates an environment where everyone can safely express positive and negative emotions. It involves acknowledging challenges while maintaining an optimistic attitude toward finding solutions. Toxic positivity suppresses “negative” emotions, leading to dismissive responses to genuine issues, vilifying others, and an environment compelling everyone to mask their feelings and opinions.
Signs of Toxic Positivity at Work
Let’s explore some signs of toxic positivity at work. Shedding light on some of these patterns, to provide awareness and tools to navigate the fine line between genuine optimism and a culture of toxic positivity.
- Dismissal of Authentic Feelings: Toxic positivity often involves dismissing or downplaying emotions such as frustration, sadness, or anxiety. If your feelings are met with responses that encourage you to simply “stay positive” without addressing the underlying issue, it could be a sign of toxic positivity.
- Forced Positive Outlook: When colleagues or managers expect constant positivity regardless of their emotional state, it might indicate a toxic environment. If you feel pressure to hide or suppress your true feelings to conform to an enforced cheerful facade, toxic positivity could be at play.
- Avoidance of Negative Emotions: If conversations consistently avoid acknowledging challenges, setbacks, or concerns, it could be a sign of toxic positivity. Refusing to engage with negative aspects of work can prevent genuine problem-solving and growth.
- Invalidation of Struggles: Toxic positivity might manifest as downplaying real challenges or struggles by framing them as “opportunities” or “blessings in disguise.” If you feel difficulties are minimized without addressing their impact, this could indicate toxic positivity.
- Resistance to Constructive Criticism: Toxic positivity can lead to resistance when discussing areas for improvement. If suggestions or feedback for growth are met with avoidance or defensiveness, it may be a sign of toxic positivity.
These are some of the signs that can help you identify toxic positivity in your workplace. Remember that a healthy work environment values authenticity, embraces a range of emotions, and encourages open dialogue. If you notice these signs, consider taking steps to address the issue and promote or seek a more balanced, supportive, and emotionally intelligent workplace.
Addressing Toxic Positivity at Work
Addressing toxic positivity is a collaborative effort between managers and employees to build an emotionally healthy work environment. By recognizing the signs and taking actionable steps, both parties can contribute to dismantling toxic positivity while maintaining a culture of authentic positivity. Below are a few select strategies tailored for both managers and employees to effectively navigate and counteract toxic positivity:
For Managers
- Promote Empathetic Listening: Promote active listening when colleagues share their opinions, prioritizing understanding over immediate solutions. Validate their concerns before exploring potential remedies or positive elements. For instance, if a team member conveys frustration about a project setback, respond empathetically: “I understand this setback is frustrating. Let’s collaborate on overcoming this challenge together.” This approach encourages a supportive and solution-focused environment.
- Foster a Culture of Feedback: Teach and offer constructive feedback. Encourage presenting feedback in a solution-oriented manner. Help employees understand addressing concerns doesn’t equate to negativity but contributes to growth and improvement. Imagine you’re giving feedback on a colleague’s project that needs refinement. Instead of only highlighting the issues, offer feedback like this: “Your project has strong elements. Let’s collaborate on ways to enhance it further.” This approach focuses on the strengths while acknowledging areas for improvement.
- Embrace Diverse Perspectives: Acknowledge the diversity of viewpoints and emotions among team members. Cultivate open dialogues that embrace multiple perspectives with respect. For instance, in decision-making, prioritize thorough discussions of various points of view before reaching conclusions, emphasizing comprehensive and inclusive choices.
- Lead by Example: Managers should create an environment of open communication and authenticity. Set an example by sharing personal challenges and strategies to overcome them. For instance, in a team meeting, share a relevant experience of overcoming adversity, encouraging team members to do likewise, and fostering transparent, collaborative problem-solving.
By acknowledging and addressing toxic positivity, organizations can pave the way for healthier communication, teamwork, and growth. Remember, employees do not owe an organization the time and effort to fix a broken system. It is your primary responsibility to get a team involved in fostering a workplace of authenticity and build a culture of collective well-being.
For Employees:
- Initiate Healthy Self-Reflection: Take a moment to check in with how you react to challenges and successes. Ask yourself if you’re naturally staying positive or unintentionally brushing aside genuine feelings. For example, try jotting down your reactions to different work situations, and see if your responses come from an authentic place or toxic positivity.
- Initiate Honest Conversations: Embrace open discussions about challenges and concerns, taking the initiative to foster honest conversations that encompass positive and negative aspects of work. By doing so, you actively contribute to cultivating an environment that is genuinely supportive and authentic. For instance, during a team meeting, candidly share the impact of unexpected challenges faced in a recent project and offer suggestions for overcoming them collaboratively in the future.
- Embrace Constructive Disagreement: In a culture of healthy collaboration, acknowledge that disagreements and conflicts happen. Embrace discussions where diverse viewpoints are encouraged, as they contribute to enhanced solutions and outcomes. For instance, in a team meeting, respectfully express your dissent with a proposal while proposing an alternative approach, exemplifying your dedication to constructive dialogue.
- Offer Solution-Oriented Feedback: When giving feedback, balance appreciation and constructive criticism. Highlight strengths and suggest solution-oriented improvements. For example, in an email praising a colleague’s work, mention specific positive outcomes and offer a solution for enhancing a particular aspect and the overall benefit of implementing the suggestion.
As an employee, remember that advocating for yourself is paramount. Prioritize your emotional well-being and ensure the work environment supports your growth and happiness. If needed, take steps to effect change, promoting a shift towards authentic positivity. Remember you should participate in fostering organizational growth, but never by sacrificing your well-being to fix a broken system.
Organizational Change Takes Time
Balancing positivity and authenticity in the workplace is an ongoing journey that requires vigilance, understanding, and a commitment to nurturing a healthy work environment. By distinguishing between authentic positivity and toxic positivity at work, recognizing the signs, and employing practical strategies, teams can collaboratively navigate to a workplace culture that embraces emotions, fosters collaboration, and promotes well-being.
