6 Red Flags of a Toxic Workplace Culture You're Ignoring

Jan de Vries · 2026-04-01

You know that feeling, right? You drag yourself to your desk, watch the clock, and feel a low hum of dread instead of purpose. You're not alone. A quarter of workers report being unhappy in their jobs, and often, the root cause isn't the work itself—it's the environment. With 70% of employees saying workplace culture is their top priority, spotting the signs of a healthy (or unhealthy) team before you're stuck in it is crucial. The trouble is, you often don't see the cracks until you're already inside. So, how can you tell if a workplace is truly healthy for you? We spoke with Jak Kennedy, a corporate events director who gets a unique, front-row seat. He watches how teams interact when they're taken out of the office, giving him a crystal-clear view of the habits that build great cultures—and the red flags that destroy them. Here are his field-tested insights. ### Accountability vs. The Blame Game Think about the last time something went wrong at work. What happened? In high-functioning teams, responsibility is shared. The focus instantly shifts to "How do we fix this together?" It's a collective effort. In a blame culture, the first question is "Whose fault is this?" That finger-pointing signals a deep lack of trust. It makes everyone defensive, kills innovation, and ensures the same problems will happen again. ### The Power of Open Communication This isn't just about having meetings. It's about people genuinely feeling heard and valued in everyday chats. When ideas are listened to—regardless of someone's title or seniority—it changes the team's entire energy. It creates buy-in. On the flip side, environments without regular, constructive feedback or recognition leave people feeling invisible. They start to disconnect, thinking, "Why bother if no one notices?" ### Supporting Real Time to Unplug Here's a major mixed signal: a company that talks a big game about wellbeing but expects you to be constantly available. Emails at 10 p.m., Slack messages on Sunday... it adds up. Giving people real space to step away—through proper breaks, respecting PTO, and not glorifying burnout—lets them reset. They come back with better focus and creativity. Ignoring this need is a straight path to exhaustion and high turnover. - **Red Flag:** Leadership praises "work-life balance" but rewards the person who never logs off. - **Green Flag:** Managers actively encourage you to use your vacation days and protect your off-hours. ### Inclusion That Goes Beyond Happy Hour Culture shouldn't revolve around activities that exclude part of the team. If one in four employees feels pressured to drink for "team bonding," that's a problem. Stronger cultures build connections through shared experiences everyone can comfortably join. Think volunteering, skill-sharing workshops, or family-friendly picnics. It's about belonging, not just socializing. ### What Behavior Reveals Outside the Office You learn a lot about a team when you take them out of their usual context. Supportive cultures show up through encouragement and collaborative problem-solving, even during a casual team outing. Weaker ones? They reveal silence, cliques, or overly competitive behavior that leaves people on the sidelines. Watch how people interact when the boss isn't looking. ### Why Connection to the Outdoors Matters This one might surprise you. Research shows people who spend at least two hours a week in nature report significantly better health and wellbeing. For anyone looking for a new role, look for a business that gets this. A company that views team connection and mental refreshment as a strategic investment—not just a box-ticking, mandatory fun day—is thinking long-term. Jak Kennedy put it well: "When teams are outside their element, the real culture shines through. You see who supports, who blames, and who checks out." Ultimately, your workplace culture decides whether you'll stick around for a year or a decade. In today's world, your environment is just as important as your salary. The best career move you can make is finding a team that values collective support over individual ego. When people actually feel good about where they work, the performance? It takes care of itself.