Rebecca Moulynox
GM Great Place To Work ANZ
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Yes, a toxic work culture can be cured—but it requires dedication and consistent effort. Recognising the signs of a toxic environment, such as high turnover, frequent complaints, and lack of psychological safety, is the first step.To fix it, leaders must take accountability. Senior executives should acknowledge how the current culture is affecting employees, customers, and the business. Culture flows from the top down, so leadership must own the problem before real change can begin.Next, do what you say you’ll do. Rebuilding trust isn’t about making big promises but focusing on credibility, respect, and fairness. Leaders’ actions will be scrutinised, so consistent, values-driven behaviour is essential.Lastly, commit to open communication. Transparent communication around decision-making builds trust. Share both successes and shortcomings to demonstrate your commitment to change. Encourage middle and frontline leaders to follow suit by providing context and explaining decisions to their teams.Changing a toxic culture won’t happen overnight, but by taking these steps, you can begin rebuilding trust and creating a more positive work environment. Companies like Brains on Fire have successfully turned their cultures around by listening to their people and being transparent.#CompanyCulture #Leadership #EmployeeEngagement #WorkplaceTransformation #ToxicCulture #Trust #Communication #GreatPlacetoWork #EmployeeExperience #HRhttps://lnkd.in/gyeC7siY
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Rosario Vargas
Certified Pharmacy Technician
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Great advice!
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Rebecca Moulynox
GM Great Place To Work ANZ
See AlsoNietzsche e Jung: União de Opostos - OutrosFormer WWE Writers Detail 'Culture Of Fear' Working Under Vince McMahon - Wrestling Inc.Responsec 50mg/325mg Tablet: View Uses, Side Effects, Price and Substitutes | 1mgInside the WWE Writers Room, 'A Kingdom Ruled by Fear'- Report this post
Putting People Over Numbers: The Real Key to Employee Success in 2024Exceptional workplaces do more than just manage day-to-day tasks—they genuinely connect with their employees. They go out of their way to recognise and appreciate good work, not just through formal awards, but through simple, heartfelt gestures. Whether it’s a quick “great job” in passing or a personalised shout-out during a meeting, employees know their hard work is truly seen and valued. It’s these moments that lift morale and inspire people to keep pushing for excellence.These companies also champion those who think outside the box, welcoming new ideas and encouraging creativity. They know that innovation and a bit of risk-taking are what drive growth and improvement. And when things don’t go perfectly? It’s seen as a chance to learn, not a failure. This creates an environment where employees feel safe to experiment, knowing they have the support of their leaders.What really sets these workplaces apart is their commitment to making this part of their everyday culture. The data from Great Place To Work® shows that employees are happier and more engaged when management actively supports and acknowledges them. By weaving these practices into their core values, companies create a positive, thriving culture where people feel appreciated and motivated to do their best.#greatplacetowork #gptw4all #culture #leadershipGroupM
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Rebecca Moulynox
GM Great Place To Work ANZ
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The Surprising Factor That Makes or Breaks Australian Workplaces – It’s Not What You ThinkWhat truly defines a great workplace in Australia? Credibility. It’s more than a leadership buzzword—it’s the foundation of high-trust organisations. When leaders make promises and follow through, it builds a level of trust that transforms workplace culture.Data from Great Place To Work® Australia New Zealand Pty Ltd, representing over 144,000 Australian employees, shows that management credibility is a game-changer. 93% of employees at Certified™ companies say management credibility is key to trust.Credibility also extends beyond the organisation. Leaders are expected to embody the values they promote, especially in Environmental, Social, and Governance (ESG) issues. Employees notice when leaders take action on sustainability and diversity, not just talk about it.Building credibility takes time and constant reinforcement. Every action contributes to trust, but a single broken promise can undo years of progress. That’s why credibility must be ingrained as a cultural norm, not just an occasional act.In high-trust workplaces, credibility fosters stability, collaboration, and employee morale—critical components for long-term success. Without credibility, trust falters, and without trust, a great workplace cannot exist.#trust #greatplacetowork #gptw4all #credibility #culture
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Rebecca Moulynox
GM Great Place To Work ANZ
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Starting your journey towards equitable pay practices is not only the right thing to do but also a smart move for business success. Here are three steps to help you get started and why it matters:Research Pay BenchmarksEmployees now have easy access to salary data on websites like Glassdoor, so companies need to ensure their compensation aligns with market standards. Transparency builds trust and helps companies stay competitive. Be ready to defend how your pay ranges are determined and communicate your commitment to fair pay practices.Prepare Managers for Pay ConversationsManagers play a critical role in ensuring pay transparency works. Equip them with the tools and knowledge to have open, honest conversations about how compensation is determined. Regular discussions about pay, just like performance reviews, help employees understand how they can progress and what factors influence their earnings.Embrace Transparency as a Core ValuePay transparency should go beyond numbers. It's about creating an open culture where employees understand not only their compensation but also how the company operates and their future career opportunities. Transparency in pay encourages trust, employee retention, and overall business success.By prioritising pay equity and transparency, companies build stronger, more engaged teams and create lasting positive change.#PayTransparency #EquitablePay #EmployeeEngagement #WorkplaceCulture #Leadership #HRhttps://lnkd.in/guUrkzvV
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Rebecca Moulynox
GM Great Place To Work ANZ
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Connecting leaders with employees from underrepresented groups has proven to be a powerful way to drive progress in diversity, equity, inclusion, and belonging (DEIB). Cisco’s Proximity Initiative exemplifies how impactful this approach can be. By fostering close, one-on-one conversations between leaders and employees from different backgrounds, the company has made strides in understanding and addressing the barriers these groups face.As Alex Allen, Cisco’s global inclusion and collaboration leader, explains, proximity allows leaders to “get close to a problem and feel compelled to solve it.” This initiative brings leadership into direct contact with the lived experiences of their employees, leading to deeper insights and more inclusive actions.The Proximity Initiative works across all levels of the company, creating a ripple effect of small, daily changes that accumulate into major cultural transformation. It has inspired leaders to think critically about their own perspectives and how they influence company practices, both locally and globally.Cisco’s success lies in its tangible results: 95% of leaders who participated in proximity conversations reported changing their behaviors as a result. When leaders are truly engaged in understanding diverse employee experiences, they help create a workplace where everyone feels valued and included.#DEIB #Leadership #EmployeeExperience #DiversityAndInclusion #CompanyCulture #GreatPlacetoWork #WorkplaceInnovation #EmployeeEngagement #InclusiveLeadershiphttps://lnkd.in/gCqGm_Nh
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Rebecca Moulynox
GM Great Place To Work ANZ
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Improving your company culture doesn’t have to be time-consuming. Small, consistent changes can yield big results in employee productivity, loyalty, and overall workplace satisfaction.One of the most effective shifts is fostering a sense of belonging. Employees who feel accepted and valued are more likely to stay and contribute their best work. Simple actions, like dedicating time for casual 1:1s or virtual lunches, can make a big difference in creating connections and humanising workplace relationships.Encouraging collaboration is another small habit that boosts innovation. By allowing time for open discussions during meetings or setting up an “ideas inbox,” like Altar'd State’s “Bright Ideas” email program, employees feel valued and are more likely to engage in meaningful ways.Recognition also plays a key role. Acknowledging employee efforts—whether through a quick “thank you” or a peer-to-peer program like Atlassian’s Kudos—builds motivation and reinforces positive behaviours.Lastly, ensure employees feel their work has purpose. Align daily tasks with company values to foster pride and meaning, helping to prevent toxic workplace habits from forming.These small steps can lead to long-term benefits, improving culture and driving success—without taking more of your time.#CompanyCulture #EmployeeEngagement #WorkplaceInnovation #Belonging #EmployeeRecognition #Leadership #GreatPlacetoWork #HR #EmployeeExperience #WorkplaceProductivityhttps://lnkd.in/gjTzhKP4
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Rebecca Moulynox
GM Great Place To Work ANZ
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When employees are connected to purpose, the benefits for businesses are undeniable. Purpose-driven employees are more engaged, more likely to stay, and are eager to go above and beyond. A sense of purpose fuels innovation and adaptability, creating a thriving work environment.But what exactly is purpose? It’s more than just a company mission. As Julian Lute, Senior Strategic Advisor at Great Place To Work®, explains, purpose is deeply connected to pride and alignment. Employees need to feel that their work is meaningful, valued, and contributing to something larger.Great workplaces ensure every employee, from frontline workers to corporate staff, feels a connection to the organisation's mission. Companies like DHL are fostering this connection by encouraging employees to share their stories and celebrate their roles in the larger global mission.Frontline workers, temporary staff, and hourly employees often struggle the most with feeling connected to purpose. Leaders play a critical role in bridging this gap. By sharing stories, creating safe spaces for feedback, and advocating for their teams, managers can help employees see how their efforts contribute to the company’s success.Connecting employees to purpose isn’t just good for business—it’s essential for building a culture of engagement and innovation.#EmployeeEngagement #PurposeDrivenWork #Leadership #CompanyCulture #FrontlineWorkers #WorkplaceInnovation #EmployeeRetention #GreatPlacetoWorkhttps://lnkd.in/gTdvsRim
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Rebecca Moulynox
GM Great Place To Work ANZ
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Had an absolute blast chatting with fellow “people nerd” Cathal (ka-hal) quinlan on his podcast Better@Work.Have a listen and hear from Cathal, Annette and Con on what helps make a Great Place To Work.#gptw4all #greatplacetowork #culture #leadershipGreat Place To Work® Australia New Zealand Pty Ltd Mantel Group
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