The Role of Leaders in Shaping Workplace Dynamics
Consistent coexistence at work can foster positive relationships, but it can also lead to disagreements. If these issues are not addressed by team leaders or middle management, toxic environments can develop.
In this context, Mexican workers are intolerant of toxic work environments. According to the Randstad Workmonitor 2025 report, 58% of workers have resigned due to such conditions.
Causes and Consequences
The causes of toxic work environments stem from various factors, including poor communication, lack of transparency, unbalanced workloads, insufficient guidance, absence of recognition, and favoritism.
Individuals prone to resignation due to a toxic work environment are women, millennials, and Generation Z, as per Randstad.
Moreover, recommendations and favoritism by middle management and team leaders can damage the work environment, making other colleagues feel minimized and negative about others’ achievements.
If left unchecked, the risk of employee turnover increases. According to Ipsos’ 2025 Trends in Employee Experience report, 32% of workers would resign if they don’t feel valued, and 26% would do so if they lack motivation.
Sandra Alarcón, founder of Nube Nueve, emphasizes that before intervening, middle managers should understand it’s not about punishment or repression but addressing the core issues.
How Can Middle Management Intervene?
Middle managers must be vigilant for signs of negative or toxic relationships among colleagues. This can be observed through interactions, noting passive-aggressive behaviors, rumors, and lack of psychological safety.
“First, observe for distrust, noted in passive-aggressive behaviors, rumors, and lack of psychological safety. People become secretive, fearing retaliation,” explains Melhina Magaña.
Employees view leaders and team managers as mediators in these situations, with 57% of Mexicans trusting their employer to create an inclusive culture, as per Randstad.
Sandra Alarcón advises using situational leadership and listening to each team member, understanding their needs or concerns, and creating an action plan. This could involve training sessions or exercises to improve the work environment.
It requires significant effort to change a situation and continually involve colleagues in the process. Middle managers should offer small recognitions for progress and ensure fairness.
Melhina Magaña introduces the “peace circle” method, where each person can express themselves without interruptions. It’s about speaking from responsibility and not blaming others, providing a space for venting.
Key Questions and Answers
- What are the causes of toxic work environments? Poor communication, lack of transparency, unbalanced workloads, insufficient guidance, absence of recognition, and favoritism.
- Who is most likely to resign due to a toxic work environment? Women, millennials, and Generation Z.
- What increases the risk of employee turnover? Lack of feeling valued (32%) and lack of motivation (26%).
- How should middle managers intervene in toxic work environments? By being vigilant for signs of negative relationships, using situational leadership, and involving colleagues in the change process.
- What is the “peace circle” method? A technique where each person can express themselves without interruptions, speaking from responsibility and not blaming others.
