What is a Toxic Work Culture

When candidates say their previous job was “toxic,” it’s a warning sign for employers, but it doesn’t always mean the workplace was dysfunctional. At IRP, we’ve seen many cases where employees misuse the term to describe standard expectations around attendance, rules, or accountability. That said, toxic workplaces do exist, and they can destroy productivity, morale, and retention if left unaddressed.

From our experience in WA’s industrial and construction sectors, understanding what truly drives a toxic culture helps businesses proactively maintain a healthy, high-performing workforce.

Common Signs of a Toxic Workplace

• Constant gossip or rumours about management or colleagues
• Employee turnover above 40%
• Persistent conflict between employees, teams, or management
• Low motivation and engagement
• Poor communication and unclear expectations
• Excessive stress and pressure
• Unsustainable working hours or overtime
• Negative reviews on Glassdoor, Indeed, or other platforms

What Causes Toxicity

Based on IRP’s experience interviewing hundreds of employees across WA, toxic workplaces often stem from:

• A few “bad apples” influencing team culture
• Perceived excessive pressure or inconsistent expectations
• Micromanagement or lack of trust from supervisors
• Negative feedback without recognition
• No development or career pathways
• Recruiting employees who don’t fit culturally
• High turnover creating instability

Some candidates, however, label their workplace as toxic simply because they were held accountable – for attendance, rules, or performance standards. Distinguishing perception from reality is key to fixing culture before it impacts retention.

How WA Employers Can Fix It

Creating a positive workplace starts at the top. IRP advises:

• Lead by example: Senior managers must model behaviours that reinforce culture consistently.
• Correct toxic behaviour immediately: Don’t give repeated chances to employees who undermine culture – patterns rarely change.
• Listen and engage: Hold open, non-judgmental conversations to understand employees’ perspectives.
• Communicate culture changes: Share your plans, gather feedback, and act on it.
• Recruit for fit: Don’t compromise culture when hiring hard-to-find skilled talent.
• Implement ongoing performance feedback: Recognise good work daily, provide constructive guidance, and create visible pathways for growth.

How IRP Supports WA Businesses

IRP goes beyond recruitment. We help businesses build, maintain, and reinforce the right culture through:

• Recruiting candidates who align with your operational and cultural goals
• Supporting managers in giving effective, on-the-spot feedback
• Coaching teams on expectations, accountability, and engagement
• Advising on early intervention with toxic employees
• Analysing employee perceptions to identify risk areas and implement actionable solutions

With IRP, you don’t just fill roles – you strengthen the workplace culture, reduce turnover, and create high-performing teams across WA.

Quick Action Checklist

• Review turnover, absenteeism, and employee feedback for early warning signs
• Coach managers to model desired behaviours consistently
• Recruit with culture fit in mind – even in a tight labour market
• Recognise and reward performance daily
• Intervene early with toxic behaviours
• Partner with a trusted WA recruitment and workforce advisory firm

Whether you need to strengthen your team, solve a workforce challenge, or plan ahead for demand, the first step is simple — we come to you.
Call us on (08) 9477 7999 or arrange a site visit today.