A looming crisis – by Emeka Oparah

When employees stop giving feedback (even anonymously) then as HR manager, watch out. It is usually a sign of dissatisfaction, or some deeper problem like going underground and engaging in systemic soldiering. At this point all sorts of sabotage happens to the organization — Frank Ofili

Following the global economic downturn that signposted the Covid-19 pandemic, a lot of businesses have come under immense pressure. For some it has become existential. While some have already buckled under, many others are hanging on by the skin of their tooth.

One of the consequences of this unfortunate situation is growing toxicity in the workplace. Ironically many organizations are chanting songs of intolerance to bullying, harassment, discrimination and other forms of despicable behaviour in the workplace.

In my interactions with young managers, there are growing concerns about their mental health arising from not just the pressures of targets and deadlines but also the verbal and psychological abuse they are getting from their managers and supervisors. It’s either these managers and supervisors are buckling under pressure themselves or they are naturally toxic or both.

This is a ticking timebomb. I foresee a looming outbreak of activism within corporate organizations, if managements do not make intentional changes to safeguard the corporate culture. There have been cases of people in the US especially who have killed their bosses and colleagues and eventually themselves due to mental health issues. Some of these issues are traceable to harassment or work and target-related pressure.

The issue of the mental health of employees can neither be overlooked nor overemphasized. The balance sheets are going to get worse, if organizations do not pay attention to how results are being pursued. As I earlier premised, even security is becoming imperilled. For one, there are rising cases of “inexplicable” suicides. Don’t dismiss a rise in mass shootings in offices soon.

In the short and medium terms, bullying, harassment, threatening and sacking employees might work (by striking fears into the poor employees who have no immediate alternatives), but eventually the general business performance will tank-and it will be down to a lack of attention to growing toxicity and relentless assault on the mental health of employees.

Remember, some people have lower tolerance thresholds than others and may decide early in their bad experiences to burn down the whole place-metaphorically. The social media is, of course, a veritable platform for settling scores and calling out bad people and bad behaviours.

Above all, watch out when employees stop giving feedback or giving feedback as anonymous. It’s a signal for a looming crisis.

NB: BTW, bullying and harassment, like most toxic behaviours in the workplace, swing both ways. By this I mean it is not necessarily the bosses, the managers and senior staff who are always guilty of the offence. There have been many instances of subordinate or junior employees bullying, abusing and harassing senior people. I’ve been through it in my career and the detailed graphic story is in my upcoming book.

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Oparah is Vice President, Corporate  Communication & Corporate Social Responsibility, Airtel Africa