10 Signs of a Dysfunctional Workplace

Pruitt, blogging on HRWorld.com, collects real-world evidence of dysfunction in workplace settings. We thought that these 10 of her most revealing signs bear repeating.
See anyone/anything familiar here?

1. Nothing can get done without the boss’s approval. Empower your organization by delegating, says Pruitt. There’s not much CEO work going on if the boss has to sign off on every little thing. And there’s a corollary …

1a. To get things done, you have to hide them from the boss. Now you know you’ve got a situation that is going to end badly.

2. Who is the boss? The structure may be clear on paper, but no one knows who really makes the decisions. Everybody benefits from clarifying decision-making responsibilities.

3. Do-nothing meetings. If a meeting has no agenda or just rehashes previous discussions, axe it. And again, a corollary:

3a. IMing during meetings. Meetings are for brainstorming and discussing, not “snarky IM conversations,” says Pruitt. “Pull the plug” on cell phones.

4. Cubicle co-workers IM instead of talking. Some topics require face-to-face discussion. Arrange some meetings (but don’t forget rule number 3.)

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5. There’s more than one “secret couple” around. They usually don’t stay secret for long, and tension and drama (and lawsuits) result if there is perceived favoritism. Write a policy and enforce it.

6. IT rules are so tight that you’re not told your own password. Tech security is important, but there are limits. Find a reasonable middle ground.

7. There’s a “wall of shame” where employee mess-ups are posted and highlighted for the entire world to see. “Rewards should be public, but chastisement should be private,” Pruitt says.

8. The boss screams at staffers, for example, when there’s skim milk instead of half-and-half for the coffee. Authority should never be used to bully or intimidate. Counsel or call in the consultants.

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9. Everyone has 10 weeks of accumulated vacation because no one can take a day off. “People are not machines,” says Pruitt. “Encourage them to take vacations, or they are likely to walk out one day and not come back.”

10. What matters is not what you get done, but how many hours you are seen “working.” Don’t be impressed by the person who arrives early and leaves late just for show. Reward productivity, not hours, says Pruitt.

In the next issue of the Advisor, we’ll showcase more signs of workplace dysfunction, and talk about a checklist audit system that helps you do something about it. Meanwhile, if you’d like to add your signs of dysfunction, use the Share Your Comments button below.