A tense workplace scene with two colleagues in quiet discussion, representing the shift from dysfunction to open, trust-based dialogue.

12 Aug 20254 min read

Toxic Work Environment? Here’s How to Spot It — and Shift It

Common But Overlooked Signs of a Toxic Work Environment

When people hear the word “toxic”, they often picture shouting matches, micromanagement, or public finger-pointing. But in many public sector teams, dysfunction shows up more quietly.

It’s the slow-building tension.
The eye-roll in a meeting.
The lack of response on a shared task.
The colleague who no longer speaks up.
The constant whisper of “What’s the point?”

In stretched services like higher education, health and social care, or local government, these signs are often brushed off as “just busy” or “part of the job.” But when these patterns persist, they’re symptoms of something deeper.

Here are a few red flags we regularly see in teams under strain:

Blame shows up more than curiosity
Conversations are cautious, not collaborative
Feedback is avoided, delayed, or one-directional
People feel punished for honest mistakes
Good ideas go nowhere — or are claimed by others
There’s a constant sense of walking on eggshells

According to McKinsey’s 2022 Organisational Health Index, a toxic team culture is the biggest predictor of burnout — even more than workload.

And it’s not always driven by bad intent. Sometimes it’s systemic, or the result of prolonged pressure without space to reset. But the impact is the same: people start to shut down.

The Impact on Performance and Wellbeing

Toxicity doesn’t always lead to drama — often, it leads to disengagement. And in the public sector, where purpose is often the glue, that disengagement runs deep.

When trust breaks down, so does:

Collaboration — people hoard information instead of sharing it
Innovation — teams stick to what’s safe, not what’s needed
Performance — energy goes into protection, not progress
Wellbeing — stress becomes part of the culture, not just the job
Retention — the best people leave or emotionally check out

Read: How to Motivate an Unmotivated Team

“It wasn’t one big moment. It was a hundred small ones that made me stop caring,” shared one manager in a team workshop.

And because these patterns often go unspoken, they become normal — and that’s when the real damage sets in.

Using Strengths to Rebuild Psychological Safety

Here’s the good news: teams can recover.

And they don’t need a new policy or values poster to do it — they need better habits, braver conversations, and space to re-energise.

At Strengthify, we focus on starting with what still works, and building from there.

Here are three ways we help teams move from dysfunction to direction:

1. Start With What’s Energising, Not Just What’s Wrong

When things feel toxic, it’s tempting to go into problem-solving mode. But starting with energy — even in small ways — helps people reconnect with what still gives them a sense of purpose.

Try a momentum mapping exercise:

“What’s a task or interaction that gave you energy last week? What drained you?”

This surfaces invisible blockers without blame, and helps you start making practical shifts.

Read: Building Trust at Work: Small Actions, Big Shifts

2. Reinforce Contribution, Not Just Compliance

In toxic environments, people often feel like they’re only noticed when they mess up.

Flip the script by creating space for contribution circles — short moments where colleagues reflect on how someone’s input made a difference. These aren’t fluffy; they’re fuel for rebuilding self-worth and team trust.

Tool idea: Use a digital message board or weekly huddle moment to spotlight invisible effort.

3. Make Feedback Part of the Culture — Not a Rare Event

In low-trust teams, feedback feels dangerous. That’s why it needs to be reframed — as a shared team norm, not just a manager task.

Use light prompts to build the habit:

“One thing I appreciated this week…”
“One thing that helped me feel supported…”
“One thing I’m still figuring out…”

This helps reset the emotional tone — and puts feedback back into everyday conversation.

Read: The Importance of Feedback in Team Development

What Recovery Really Looks Like

It’s not perfect harmony. It’s not overnight change.

Recovery is:

Less defensiveness, more curiosity
Less silence, more shared reflection
Less surviving, more collaborating

It’s the moment a team member says, “It feels easier to speak up now.”
It’s a manager asking, “How can I help remove a barrier for you this week?”
It’s people remembering that they’re on the same side.

And it starts with one small shift — repeated.

How Strengthify Helps Teams Break the Cycle

We’ve worked with hundreds of public sector teams where the culture wasn’t “broken” — but where something had been lost.

Through tailored workshops, development programmes, and ongoing team support, we help you:

Spot unhealthy dynamics before they escalate
Rebuild clarity, trust and shared momentum
Create rhythms and rituals that protect team wellbeing
Equip managers to lead change — without pretending everything’s fine

Toxic doesn’t have to mean terminal. Let’s turn things around — one honest conversation at a time.

Talk to us about team support or join our next Discovery Workshop to explore how strengths can re-energise your team.

Final Thought: You Don’t Have to Start From Scratch

Most teams aren’t broken — they’re bruised. And with the right tools, space, and support, they can heal.

Trust can be rebuilt.
Energy can return.
Performance and wellbeing don’t need to be at odds.

You just need to start with what’s true, listen to what’s needed, and commit to what’s next — together.

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