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Toxic culture is a very real threat in any work environment. It is not always easy to identify the source, but the repercussions can be devastating and may even result in incidences of riot and threat to physical safety. Finding ways to identifying potential threats and generators of toxic culture, while developing a strategy to change that culture and nullify threats, is imperative.

An example of the effects of toxic culture can be seen in a recent Harvard Business Review Article written by Jeremy Andrus, CEO of Traeger. In this article Andrus outlines his journey as CEO of Traeger detailing the toxic culture that was present in the company when he first came on board. He also shares how he developep ways to overcome this culture. “Our company had developed a toxic culture characterised by lack of trust, negative attitudes, and a stubborn refusal to collaborate.”

When a toxic culture such as this is identified, bringing in a risk assessment team like D&K Management Consultants can help you to:

  1. Identify the source of the toxic culture and the potential threats that this culture presents;
  2. Develop a strategy to change the culture from toxic to positive; and
  3. Manage safety threats and risks of revolt during the transition period.

These three steps are vitally important in transforming the culture of the work environment, especially when it comes to managing the safety risks throughout this transition. In many instances, as can be seen in the example outlined by Andrus, this shift can lead to potential violence if not managed correctly. “There is no case study for what to do when employees start burning your assets, or a potentially mutinous mob begins to form,” continues Andrus.

Having a risk management team on your side makes these steps easier to manage. Professional risk management companies also help the people in charge of implementing these transitions, as well as employees, feel more secure within the transition. Without a proper evaluation of this risk, and if a secure strategy is not in place, this shift can become very volatile. This can be seen within the article where Andrus expresses having to address his company after some retaliation to the cultural transformation had occurred. “I knew I had to stand in front of the company and address the team, and what might come next made me nervous. It was the first time I’d ever felt physically unsafe at work.”

Transforming your work environment’s culture can be daunting at times but it is vital for safety and productivity.

Read the Harvard Business Review Article here: https://bit.ly/2nUwnGy

About D & K Management Consultants CC

Established in 1993 by Declan and Kyle Condon – the legacy of the Condon family with their many years of investigative expertise still strongly governs the running of the company today.

Phone: 082 820 5363

Email: saint@intrigue.co.za