They shout, devalue, impose without discussing … And yet, some employees continue to defend their manager as a rigorous, even inspiring guide. Difficult to believe? However, this is what a recent American study reveals: at work, the requirement is sometimes confused with benevolence. And this confusion can have much heavier consequences than it seems.
When efficiency masks mistreatment
Led by researchers from the University of Ohio and Providence College, the study highlighted a well -known psychological phenomenon: the more efficient a superior, the more its employees are inclined to accept displaced behavior. Insults, humiliations or systematic criticism thus become marks of a supposed requirement, or even a concern for shared performance.
Researchers speak of “rationalization”: employees convince themselves that their superior acts for their good, to push them to give the best of themselves. “”He’s a hard manager, but just“, We often hear in the corridors. But this justification quickly finds its limits when it maintains, even trivialized, a form of moral harassment.
This cognitive bias makes detection of the toxicity more complex. When the manager succeeds in obtaining results, the acceptability of his methods increases. However, these short -term results can hide considerable long -term damage.
The consequences of a toxic climate on employees
Accepting abusive management, even in the name of efficiency, is never without consequences. The working climate can quickly deteriorate, causing stress, chronic fatigue, demotivation or anxiety disorders. By dint of minimizing ordinary violence, it is mental health that ends up wavering.
According to a survey published by Myrhlinea toxic environment significantly increases absenteeism and turnover. It weakens team cohesion, stifles the spirit of initiative and harms overall productivity. Employees eventually be wary of each other, each seeking to avoid the wrath of an unpredictable leader.
Where the rub is that toxicity at work is often insidious. It does not always manifest itself by bursts of voice or violent remarks, but by more subtle forms such as contempt, isolation or unrealistic expectations. And when she is hidden behind a varnish of professionalism, it becomes all the more dangerous.
How to recognize and act in the face of toxicity at work
It becomes crucial to relearn how to name what you experience. A manager who leaves no room for error, which lowers or reign for fear, even by being competent, is not a good manager. It is important to make clear limits, and to wonder: am I motivated by this requirement or muzzled by fear?
Some signs must alert:
- A descending communication, without a dialogue space;
- Constant criticisms, without recognition of the work accomplished;
- Systematic competition between colleagues;
- Daily stress that goes beyond the simple performance issue;
- A feeling of discomfort or permanent surveillance.
To act, human resources must be mobilized quickly. Documenting behaviors, talking to colleagues or a staff representative, then considering an official report can allow the lines to move. In some cases, an exit from the company is essential to preserve its psychological balance.
Giving back value to listening, empathy and confidence is not a managerial luxury. This is the only way to build a lasting performance, where requirement does not become an excuse for violence. Because at work, cow love is often another name for abuse.