Article: Eid-Al-Adha: Sacrificing 5 toxic traits for building positive work culture

Eid al-Adha, one of the most important festivals worldwide, celebrates faith, obedience, charity, and community. The festival symbolises the sacrifice of one's greatest belongings, reflecting love and obedience towards the Almighty. As our world evolves towards a more progressive culture, especially in workplaces, these traditional values have become crucial for nurturing and retaining talent sustainably. Failing to eliminate toxic traits can negatively impact your employee value proposition and hinder your organisation’s long-term success.

For example, with the onset of summer in the Middle East, neglecting employee safety measures is considered a toxic work policy. It shows a lack of value for employees' health, despite their tireless contributions to the company’s success throughout the year. Such practices may seem cost-effective and maintain productivity in the short term, but they can ultimately cost more than you can imagine. Therefore, they must be abandoned for the greater good. Here are some toxic traits and practices that you must give up now to build a positive work environment:

#1 Bad leadership

There is no universal definition of bad or good leadership. However, certain traits define a good leader and a bad leader. Leadership driven by ego, micromanagement, cold conversations, resistance to change, workaholism, and lack of appreciation for team members is a red flag. In contrast, in a progressive organisation, genuine value and trust towards workers within the leadership team are considered hallmarks of good leadership. As work dynamics change, leadership should also evolve to become more flexible, embracing modern ethics in the workplace. Today's leadership needs to promote a learning culture, embrace new ideas and styles of working, and prioritise employee well-being to nurture strong employer-employee relationships.

If your leadership team lacks these elements of modern leadership, it is crucial to create awareness and train them on building lasting relationships with their employees while also promoting organisational sustainability.

#2 Rigid work policies

Rigid may seem stable, but flexible is the new norm. If your organisation still follows age-old work policies while the rapidly evolving workforce needs modern practices, it can be a threat to your organisation. These rigid work policies resist innovation and adaptation, hindering progress and competitiveness. The organisation needs to rethink these policies and transform them into a more creative and innovative work environment without compromising administrative aspects. Rethinking work norms, introducing flexibility in work hours, considering employee needs, and breaking communication barriers can greatly enhance employee engagement and retention.

#3 Violating employee rights

Organisations that treat employees in a biassed manner based on race, gender, age, religion, disability, or other protected characteristics violate labour rights. Failing to implement effective mechanisms to protect employees from harassment, exploitation, and unfair treatment is something an organisation must rethink and eliminate from their work culture immediately. Organisations need to always consider employees' holistic well-being, including physical, emotional, and financial well-being. By conducting anonymous surveys regularly, organisations can identify concerning issues in the workplace and eliminate any practices that violate employees' rights. Additionally, raising awareness and providing training for both employees and managers to sensitise them to cultural differences and to embrace diversity, inclusion, and equity in the workplace culture can also help.

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#4 Unclear expectations

An organisation can thrive on competitiveness, but excessive competitiveness can create a toxic work environment. This often results from unclear expectations, missing performance metrics, and career progression frameworks. Additionally, a lack of recognition or unclear reward policies can fuel an overemphasis on individual achievement, undermining teamwork and collaboration. Therefore, organisations need to redefine their Key Performance Indicators (KPIs), performance management metrics, career growth policies, and reward and recognition programmes. Providing employees with upskilling opportunities enables them to shape their career progress. By doing so, they can eliminate ego-driven behaviours and unhealthy competitiveness. Reframing these work policies can help build a more cohesive and supportive team environment.

#5 Inequality and lack of inclusivity

One of the most significant reflections of Eid Al Adha in our society is its emphasis on equality and inclusiveness, treating friends and colleagues as part of the family. It is a time when the community comes together to celebrate the greater good and share blessings with the less fortunate. Similarly, an organisation is a family of people from diverse backgrounds, and it's crucial to make everyone feel inclusive regardless of their ethnicity.

Organisations need to eliminate negative behaviours such as bullying, harassment, or discrimination that can create a toxic work environment. Additionally, they must ensure that employees receive fair and competitive pay for their work, in accordance with industry standards and labour laws. Employees should have equal access to benefits such as healthcare, retirement plans, and other forms of social security. Support for a balanced work-life and a sense of social belonging is essential. Including expatriates in local community events and festival celebrations like Eid, is a great way to show social belongingness and inclusivity.

This approach fosters a more cohesive and supportive organisational culture, reflecting the spirit of Eid Al Adha within the workplace.