Toxic Workplace: How to Protect Your Growth and Energy

We don't just do science; we live in communities, labs, and teams. 𝘞𝘩𝘰'𝘴 𝘢𝘳𝘰𝘶𝘯𝘥 𝘺𝘰𝘶 𝘮𝘢𝘵𝘵𝘦𝘳𝘴 𝘢𝘴 𝘮𝘶𝘤𝘩 𝘢𝘴 𝘸𝘩𝘢𝘵 𝘺𝘰𝘶 𝘥𝘰.

A review of toxic workplace literature shows that environments with bullying, ostracism, incivility, and gossip drive up stress, reduce life satisfaction, and cut productivity. Christine Porath’s “How Toxic Colleagues Corrode Performance” in HBR warns that “common … antisocial behavior at work … cuts a swath of destruction.”

Toxic leadership adds a multiplier.

Studies in health settings show toxic leadership correlates with emotional exhaustion, workplace deviance, and lower organizational commitment. BioMed Central

Another recent study found that hostility from bosses significantly reduced employee engagement, increased “aloofness,” and spurred turnover intentions.

A survey by Pew Research (reported via Atlassian) showed that satisfaction in relationships with coworkers and managers is a major predictor of overall job happiness, even when pay, tasks, or conditions are weak. Individual psychological capital (hope, resilience, optimism, self-efficacy) mediates between supportive climate and job outcomes. In better climates, people do better, stress less, and care more.

What this means for your inner circle (lab, team, peer group)

• 𝐁𝐞 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥 𝐰𝐢𝐭𝐡 𝐜𝐥𝐨𝐬𝐞𝐧𝐞𝐬𝐬. Some colleagues deserve respect, not deep emotional investment.

• 𝐒𝐞𝐞𝐤 𝐠𝐫𝐨𝐰𝐭𝐡 𝐩𝐞𝐞𝐫𝐬. People who challenge, support, and stretch you in kindness.

• 𝐜𝐡 𝐨𝐮𝐭 𝐟𝐨𝐫 𝐠𝐨𝐬𝐬𝐢𝐩 𝐚𝐧𝐝 𝐭𝐨𝐱𝐢𝐜𝐢𝐭𝐲. They don't just hurt others; they lower your trust, attention, and mental energy.

• 𝐑𝐞𝐜𝐢𝐩𝐫𝐨𝐜𝐚𝐭𝐞 𝐠𝐨𝐨𝐝 𝐞𝐧𝐞𝐫𝐠𝐲. In social psychology, reciprocity helps build sustainable relationships. Kindness fosters kindness.

• 𝐋𝐞𝐭 𝐝𝐢𝐬𝐭𝐚𝐧𝐜𝐞 𝐛𝐞 𝐨𝐤𝐚𝐲. If someone is negative, draining, or consistently undercuts you, it's fine to quiet your interaction. Staying with toxic people hurts your growth, your mental health, and your science.

𝑵𝒐𝒕 𝒆𝒗𝒆𝒓𝒚 𝒄𝒐𝒍𝒍𝒆𝒂𝒈𝒖𝒆 𝒊𝒔 𝒚𝒐𝒖𝒓 𝒇𝒓𝒊𝒆𝒏𝒅, 𝒄𝒉𝒐𝒐𝒔𝒆 𝒘𝒊𝒔𝒆𝒍𝒚!