Over the past year, I've seen a lot of articles about toxic workplaces. Tips for knowing if your workplace is toxic, how to spot a toxic co-worker, or strategies for dealing with it. At effects, we are fortunate to work with data models that allow us to measure company culture, leadership, employee engagement, and well-being. This gives us a unique perspective on how these areas intersect and the correlations between them. Our latest model, my, examines how people think and behave with respect to performance, impact, and achievement.
Best way to describe it is like physical health when you take a blood test and they look at a number of markers to tell you what's the wrong EMQ is like that but for the mind. This is an assessment, from Phone Number List in which responses are analyzed for hundreds of indicators to show what positively or negatively impacts productivity and happiness. Looking at the trends we see there, combined with our culture data, we see some important patterns that emphasize the impact of culture on mental and emotional well-being.
Accountable environments have people who take ownership of their actions, choices, and responses. Responsible behaviors lead to environments that are more open, more honest, and where people feel safe. However, it is not as easy to find as one might think. A study by Lee Hecht Harrison, in partnership with HR People and Strategy, 2017, conducted a global study across 21 industries and sectors. They found that in the United States, while 72% believe executive accountability is a critical business issue, only 37% are satisfied with the level of accountability their executives demonstrate. Overall, the numbers were similar, at 71% versus 31% satisfaction.
In our high-performance culture model, we look at 14 factors, including leadership. Of all the findings to date, the Leadership factor ranks 3rd lowest for enabling a productive and engaged culture. When leaders show low levels of accountability, the behaviors spread throughout the organization, leading to cultures where people can play the blame game or throw other teams under the bus. These environments lead to higher stress levels. As a leader, at the end of the day, you have to ask yourself, are you looking at your role in the results? Do you evaluate the steps you took and the steps you could have taken for a better outcome? Are you saying and doing the right thing?