Driving Organizational Success Through Behavior Change

by Feb 7, 2024

How can you make your workplace more exciting and successful? 

Organizational success is not solely dependent on strategies or cutting-edge technologies. Instead, the key driver of success lies within the organization itself—specifically, within the collective behaviors of its members. 

When the term “toxic employee” is mentioned, thoughts often gravitate towards micromanaging, aggressive communication, threats, and more. However, research indicates that toxicity is more accurately attributed to specific behaviors than to individuals themselves.

In fact, any behavior that causes harm is toxic. And mostly, people with toxic behaviors are high performers. So the most effective and inexpensive way to address these is through behavior change.  

 

Here are four tips for driving organizational success through behavior change:

 

1) Leadership commitment

Behavioral change starts at the top. Leaders must embody the desired behaviors and consistently communicate their importance to the entire organization to set the tone for a culture of accountability.

But what if the leader itself is the one exhibiting toxic behaviors? In that case, you need to do something about it. Check out our blog on how to address toxic behaviors with leaders here.

Keep in mind that even leaders with toxic behaviors can change with the right coach. Our coaching program is designed specifically for abrasive, aggressive, or toxic leaders. Snag our ebook, Abrasive Leaders & How to Stop Them: A Coaching Method that Works!

 

2) Step in when witnessing toxic behaviors

When you see something, say something. It might feel scary but you can make a big difference by taking action against toxic behaviors at work.

If you don’t know how or where to start, check out our list of 16 scripts to try. Maybe pick your top two or three scripts – the ones that feel most comfortable to you – and keep them in your back pocket for the next time you need to step in.

We’ve also got more tips for you on going from bystander to upstander in Catherine’s TEDx talk.

 

3) Training and development

Invest in training programs that focus on developing the skills and behaviors necessary for success. This includes interpersonal skills, emotional intelligence, communicating with civility, recognizing and mitigating unconscious bias, and more. 

When I mentioned earlier that investing in behavior change programs is more cost-effective, it’s because you’re equipping your team with the necessary tools to excel in their roles. 

The return on investment (ROI) becomes evident as individuals work more diligently and intelligently, applying the skills acquired through training and development programs. This approach contrasts with the alternative of allowing toxic behavior to persist or engaging in a cycle of hiring, firing, and repeating the same patterns.

 

4) Recognition and rewards

Acknowledge and reward employees who exhibit the desired behaviors. Recognition serves as positive reinforcement and motivates others to align their actions with the organization’s goals. 

Just make sure that you communicate your rewards. It’s all moot if what the company has to offer isn’t communicated well. Therefore, building an effective communication program for rewards and recognition is very impactful for your employees’ productivity. 

For expert advice, Catherine’s LinkedIn Learning course on “Communicating Employee Rewards” has got you covered. And we made it free just for you!

 

Measuring and sustaining behavior change

 

Key Performance Indicators (KPIs)

Set up Key Performance Indicators (KPIs) that mirror the behaviors you want, and keep checking how things are going. These could be metrics like: teamwork, creativity, increased retention, a decrease in the average number of sick days/month, and other signs that show the organization is heading in a positive direction.

 

Performance management

Hold individuals accountable for their behavior and what they learn in training through your performance management system. Understand that gossip, for example, is a performance problem and should be treated no differently than any other disruptive behavior like showing up late or missing a deadline. 

Stay in the loop by tuning in to our weekly newsletter and checking out our social media accounts! When you’re ready, feel free to reach out and start a conversation with us. We’re here to help you create and sustain a positive workplace culture!

 

Written by: Cleo Tubon and Jennifer Areola

Many organizations ignore employee engagement because it feels elusive and expensive. Rather than getting caught up in the fear and doing nothing, download our eBook on employee engagement, and get started.

 

Catherine

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP, is the founder/CEO of Civility Partners, an organizational development firm focused on helping organizations create respectful workplace cultures and specializing in turning around toxic cultures. Civility Partners’ clients range from Fortune 500’s to small businesses across many industries. Catherine is a TEDx speaker and an HR thought-leader who has appeared in such venues as USA Today, Bloomberg, CNN, NPR, and many other national news outlets as an expert. She’s an award-winning speaker, author and blogger, and has 50+ courses reaching global audiences on LinkedIn Learning. Catherine’s award-winning book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, was hailed by international leadership-guru, Ken Blanchard, as, “the most comprehensive and valuable handbook on the topic.” Her latest book is Navigating Toxic Work Environments For Dummies (Wiley).

3 Cultural Faux Pas You Might Not Realize You’re Making

Cultural missteps happen to everyone, even the most seasoned leaders and global brands.  Recently, American Eagle launched a campaign featuring actress Sydney Sweeney with the tagline “Sydney Sweeney Has Great Genes.” The pun on “jeans” was meant to be playful, but it...

HR, Are You Part of the Incivility Problem?

You already know what it feels like to be on the receiving end of workplace “drama.” Complaints about rudeness, tension between team members, and employees quietly disengaging are all part of the daily grind. You know it’s expensive. You know it’s draining for you to...

4 Strategies to Infiltrate Civility Into Your Global Organization

At its core, civility is the foundation of a thriving culture. It shapes how people communicate, lead, resolve tension, and show up, especially when challenges arise. Civility doesn’t look the same everywhere, however. What feels respectful in one culture might come...

Is It Okay To Bully AI?

According to a Pew Research Center study, 79% of Americans interact with artificial intelligence (AI) almost constantly or several times a day. Gartner predicts that by 2026, 80% of enterprises will be using generative AI in some form. That means we’re not just...

What Exactly is Civility vs. Incivility?

August is National Civility Month! Civility has recently climbed to the top of search trends, and with SHRM’s #CivilityAtWork initiative, the conversation is gaining real traction. But here’s the question: do you truly understand what civility means in the workplace?...

Is your workforce survey measuring the right things?

Many HR leaders rely on employee surveys to gauge the health of the workplace culture, but not all surveys are created equal. Whether you're using an engagement survey, a Great Place to Work® survey, or another tool, the question is: Are you gathering the right data?...

Conscious Unbossing: Why Gen Z Is Saying “No Thanks” to Leadership Roles

According to DDI’s Global Leadership Forecast 2025, 80% of HR professionals lack confidence in their leadership pipelines. CEOs are just as concerned, ranking “developing the next generation of leaders” among their top four worries. Gen Z is shaking things up. They’re...

The Workplace Culture Model Every Leader Needs to Know

We all want a workplace where people feel seen, heard, and valued. But building that kind of culture takes more than good intentions and inspirational posters. It demands a clear-eyed look at how people behave, how leaders lead, and how the organization itself either...

From Desperation to Determination: Reflecting on 16 Years of Growth

I just got an email from a spammer offering SEO help for my very old website — www.NoWorkplaceBullies.com. I hadn’t thought about that site in ages, so I typed in the link... and there it was. The original website I built the day I started my business — though it...

Sick of HR getting the blame for bullying? (For Dummies Excerpt)

As I was writing my upcoming book, Navigating a Toxic Workplace For Dummies (Wiley), I was reminded about all the research on workplace bullying that indicates HR gets the blame for bullying, HR is not helpful, and, in fact, according to the research, most often makes...