Big corporates offer employee-friendly work culture, retention policy, and a welcoming environment for new joinees. They spend a huge amount of money on employee training and development programs to form dynamic teams. The purpose is to take growth-oriented decisions to deliver desired outcomes.
In this article at Age of Product, Stefan Wolpers explains how a difference in opinion may lead to toxic work culture. He believes that failure to accommodate outsiders by the in-house team members may lead to toxic team culture.
Often organizations outsource work to skilled freelancers to support in-house teams. However, instead of better outputs, leaders witness a lack of coordination between the internal and external teams. Here are the possible reasons:
- Division based on employment type
- Accountability and product ownership
- Internals focusing on advancing career
- Hiring of submissive externals
- Internals’ affinity to take sole ownership of a project
- Externals being deprived of crucial corporate infrastructure like WiFi
The Grim Reality
Some organizations complain over lack of high performers to deliver quality outcomes. However, they are not willing to invest in good resources. To establish par excellence work culture, it is essential to choose the right candidates.
To strike the right chord, organizations need to establish a work balance by bringing diversity in teams and equality among employees. In fact, there are other factors responsible for creating this grim situation which the author termed as ‘Equality and Diversity.’ Let’s observe how:
- Disparity among developers
- Allocation of insignificant tasks to juniors
- Lack of interaction with remote teams
- Conscious effort in avoiding communication
- Lack of diversity in teams =
- Continuous alteration or fluctuation in teams
Click on the following link to read the original article: https://age-of-product.com/toxic-team-culture/