Toxicity in the workplace - trigger warning… you might not be ready to hear this..
Author : Kirstey Jane - Human Behaviour & Relationship Strategist
I’m going to bet that the moment you read the title of this article, you either smirked or felt a pit in your stomach as you could instantly relate to a situation at work!
That’s why you are here and still reading…maybe hoping for some empathy, wisdom or insight that might lessen the dread that you carry when you wake up each morning and think about your work day.
So let’s get to the point. If it’s ok with you I’d like to share openly and honestly about a few things that might just challenge and shift your thinking to get you to a place where you can get your power back. My intention is always to try and leave you better than I found you.
If the words you are about to read seem provocative and make you feel uncomfortable, I invite you to ask yourself why that might be and just notice that you are having a reaction. Is it what I’m saying? Is it the language I am using? My tonality? Or is it your perceived beliefs about me, given how little you know? Maybe what you are reading is reminding you of someone or something else in the past that has made you uncomfortable… Maybe it is mirroring something you don’t like about yourself….…
I just ask that you simply notice. Notice your own reaction. No one is judging or critiquing you right now but just notice…how YOU judge, get irritated or don’t feel at peace. Maybe you don’t want to read this anymore. Notice why you want to read on…what are you seeking here?
I genuinely believe that in 99% of cases people started out life with good intentions. The only reason they become dysfunctional is because of their circumstances and their unwillingness to see their part (and power) in those moments, that they can change at any given time.
Every person wants to feel seen, heard, accepted, appreciated, loved and respected. Even the a**holes. That’s why the a**holes are bitter and difficult! They don’t know how to get these feelings through other people, let alone themselves. They feel constantly let down.
Every person is reacting in every moment. We are receivers trying to tune into a frequency that makes us happy. If we can get control of how WE react, then it puts a stop to the toxic cycle.
Let’s look at the Merriam-Webster definition of ‘toxic’ as pertaining to people:
‘Extremely harsh, malicious or harmful’
We can all understand and relate to this.
However, here’s the thing.
It is far too easy in today’s society to be upset, offended or triggered by something we experience and then assign total blame to the offending party. We then rally others to agree with us and petition for a rule to control everyone ‘out there’. We would rather create division and separation instead of unity. We enable a victim culture instead of helping people become more of themselves so they can overcome their fears. We don’t encourage them to seek to understand those who are stuck in their negative stories and behaviours. We refuse to bravely look in the mirror and notice how we
are reacting
…which in turn can now create another toxic cycle…
Toxic situations are comprised of two elements. An action
and a reaction
.
Which element are you partaking in?
You have to be part of one of these elements in order for you to be experiencing any toxicity at all. If you are not present to the situation or engaging in it, you will not experience it.
Whenever you are upset by something, notice how you are always there!!
Some of you will be feeling defensive right now.
“Are you saying this is MY fault???” “How can it be MY fault that THEY are behaving so badly and are being SO mean to me?”
When you can admit which element of the situation you are engaging in, then you can take back control of THAT part and start to eliminate toxicity in your life anywhere, with any one.
A person can walk around being as mean as they can be, but if there is no one else to react to it then they are just a mean person walking around stuck in their own story.
People are always going to people. A**holes will a**hole. Idiots will idiot.
There is NOTHING you can do about other people. Let them be.
You have no control over any one but yourself.
Your power is in deciding how you will REACT to them. When you change how you react, other people will change how they react to you.
Action (them) ——— Reaction (yours) ———Reaction (theirs)
This is human nature. If your reaction is emotional and unstable, you can bet their reaction will be more emotional and unstable.
If you can’t envisage this at work, imagine your interactions with your family, partner or children. It’s all the same. It’s human nature.
Taking accountability for ourselves is one of the hardest and scariest things to do. It also gives us the most power.
Author Bio
Kirstey Jane is a creative professional with a passion for people!
Her experience is vast. She has a 17 year career span in Learning & Development and Recruitment Management in the UK and Canada working with rapid growth start ups and legacy corporations alike.
She founded SuperCorporatePeople, a professional photography business 21 years ago and now writes, speaks and runs workshops on relationships and communication in the workplace and at home, through KirsteyJane.com
If you would like to learn more about how to do this and learn 3 simple, but very powerful tools to transform your relationships, then please sign up the free workshop I will be running on July 11th 2024, details can be found here.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
Author: Calgary Chapter Committee The political climate has become an undeniable force in our lives, influencing not only public discourse but also personal well-being. Whether it is uncertainty surrounding federal policies, international conflicts, or provincial conversations about autonomy, employees are increasingly bringing political anxiety into the workplace. For HR professionals, this growing tension presents unique challenges. The task is not to take sides, but to foster environments where mental health is supported and respectful dialogue can take place. According to the Mental Health Commission of Canada, political anxiety is not a passing trend. It is a persistent stressor with real consequences for how individuals feel and function at work. The Commission highlights how political stress mimics other forms of chronic anxiety, causing sleep disturbances, irritability, and a sense of hopelessness ( MHCC, 2024 ). Constant exposure to polarizing news and divisive topics can leave employees feeling overwhelmed. This emotional fatigue, if left unaddressed, affects focus, performance, and team dynamics. A recent CBC feature underscores the cumulative effect of ongoing political and economic instability. It describes how stress can build over time, eroding emotional resilience and making it harder for people to manage conflict, remain productive, or feel safe expressing themselves ( CBC, 2023 ). These dynamics are not just playing out in public forums; they are showing up in team meetings, informal conversations, and leadership decisions. HR professionals often find themselves at the intersection of these pressures. They are expected to support others while managing their own reactions to difficult news and evolving policies. They are tasked with implementing wellness strategies, fostering respectful communication, and ensuring compliance with changing legislation. It is a complex and emotionally demanding role. However, there are practical ways HR professionals can help reduce the burden of political anxiety in the workplace. The goal is not to suppress conversation, but to provide thoughtful, respectful guidance and tools that help people navigate uncertainty together. 1. Normalize the Conversation Begin by acknowledging that political stress exists and can impact work. A short message in a wellness newsletter or internal briefing can go a long way. When people feel that their experience is valid, they are more likely to seek help and less likely to internalize stress. Headspace, a leader in workplace wellness, emphasizes that validating emotions is a foundational step in reducing their intensity ( Headspace, 2024 ). 2. Communicate Proactively and Clearly When organizations face potential impacts from political or economic changes, silence can worsen fear. Clear, honest communication builds trust. The Mental Health Commission of Canada cites a national survey in which over half of respondents said that uncertainty was more stressful than bad news itself ( MHCC, 2024 ). Leaders should not speculate, but they should share what is known and outline the steps being taken to support employees. 3. Expand Mental Health Support Ensure that all employees know how to access support, whether through an employee assistance program, mental health benefits, or external community resources. Consider adding or promoting mindfulness programs, mental health first-aid training, or virtual therapy services. Managers in particular need support, as they are often the first people employees turn to during moments of stress. 4. Provide Strategies to Employees for Managing Political Anxiety in the Workplace Limit news exposure to reduce anxiety and protect mental health through digital detoxes. Highlight shared values such as respect, integrity and collaboration to help anchor people – reinforce a strong organizational culture rooted in community. Encourage volunteering and community engagement to restore control and purpose, which are critical to mental well-being. Support ongoing self-care and stress management practices. 5. Reinforce Respectful Conduct and Psychological Safety Review your organization’s code of conduct, respectful workplace policies, and social media guidelines. Ensure that employees understand expectations around respectful communication. Reinforce that differing opinions are welcome, but harassment or retaliation are never acceptable. A psychologically safe workplace benefits everyone by fostering trust, encouraging open communication, and enhancing overall productivity and well-being. 6. Equip Managers with Tools Offer training for people leaders on how to recognize signs of stress and respond with empathy. Provide scripts or toolkits for addressing politically charged questions in a way that keeps conversations respectful and focused on shared purpose. HR professionals do not need to have all the answers to the political questions of the day. Their role is to create structures that protect employee well-being and promote a respectful, inclusive workplace. By encouraging open dialogue, providing clear communication, and expanding access to wellness resources, HR leaders can reduce the impact of political uncertainty and help their teams thrive. As the landscape continues to evolve, it is critical to stay grounded in compassion and clarity. Utilizing the above tools and strategies, HR professionals can be a steady and reassuring presence for their organizations in uncertain times.
Every mentorship match has the potential to create a ripple – one that extends far beyond the program itself. In our January–June 2025 intake, the CPHR Alberta Mentorship Program received over 225 applications across four unique streams, resulting in 100 mentor-protégé pairings, 17 peer matches, and 7 student group cohorts. This momentum reflects the strength of our HR community and its commitment to shared growth and learning. This year, we invited participants to reflect on three powerful questions: How has this mentorship experience shaped your perspective, and how do you plan to share the wisdom you’ve gained with others in our community? How will participation in the mentorship program create a wave in your career and support the impact you leave on your workplace and broader community? What has been your 'golden nugget' from this experience that will leave a lasting ripple in your career? Their responses were as thoughtful as they were inspiring. Testimonial #1 One of the main benefits of mentoring relationships, aside from the enjoyment of getting to know a colleague, is the ability to consider current situations I am dealing with in light of the other person's experiences. Often, these relationships help me with fresh insights I can use to benefit my team and organization. Over the past few years, I have enjoyed the mentorship program, and have taken the opportunity to encourage others to consider the benefits of the program when chatting at CPHR functions, etc. - Bob Wiebe Testimonial #2 Through participation in the CPHR Alberta Mentorship Program, my sense of belonging in the profession has grown and I have gained a personal sense of connection to the community of practice that spurs me to continue to professionally grow to enable others to find their voice and professional belonging in our community to leave a lasting impact. - Amanda Van Haaften Testimonial #3 My golden nugget from this experience has been the realization of how powerful intentional communication and active listening can be in building trust and relationships, solving problems, and influencing outcomes. This insight has shifted how I approach conversations—whether with colleagues, clients, or leaders. It’s a simple concept, but its impact is lasting. - Archana Malhotra Throughout the intake, our Mentorship Committee stayed meaningfully connected with participants through support groups, live webinars, monthly mentoring e-newsletters, and on-demand micro-sessions – with more to come. Each touchpoint offered space to pause, reflect, and grow – together. Mentorship is never one-directional – it’s a cycle of giving, learning, and leading. We’re thrilled to welcome our new applicants for the upcoming intake and continue building a community rooted in connection and growth. Whether you're a mentor or protégé, you’ll gain valuable insights, meaningful relationships, and the chance to leave a lasting impact.
Internal controls are not just a box on a checklist; they are a trust-building tool. When HR leads with transparency, integrity, and strong processes, it sends the message that the organization values trust and accountability. Internal controls can also protect against errors, fraud, and damage to its reputation. Internal controls support fair hiring, secure data management, and consistent documentation, helping HR stay aligned with laws, privacy standards, and compliance expectations. What are internal controls? Internal controls are an organization’s procedures, policies, and processes. They ensure: Compliance with laws, regulations, and policy Accuracy in reporting Overall efficiency and transparency in operations Internal controls include setting out approval authority, role-based system access, audit trails, and segregation of duties. Once your controls are in place, continuous monitoring them further reduce risk by identifying issues early and providing timely feedback on areas where additional training may be needed. Examples of HR internal controls and why an accountant might consider them important Hiring Background checks ensure individuals hired to handle sensitive data don’t have histories of financial misconduct Signed employment agreements support key inputs into the payroll process and can serve as audit documentation Approval workflow for hiring decisions help prevent unauthorized payroll expense s Payroll Segregation of duties between the person hiring and the person setting up payroll can prevent conflicts of interest and fraud Reconciliations of payroll reports with HR records help ensure records match the source data, which supports accurate financial reporting Compensation An assignment of authority for employee events (e.g., salary change, promotions) ensures changes are authorized and reduces the risk of unauthorized payments Supervisor approval on timecards ensures information sent to payroll is accurate Employee records Secure employee records ensure payroll, benefits, and compensation figures used in financial reporting are reliable and safe Tracking changes made to records provides a trail for internal and external auditors Policy and compliance Key company policies requiring an employee’s signature can mitigate financial risks and ensure employees are expected to be aware of an organization’s policies A whistleblower policy provides a mechanism to uncover fraud or misappropriation of an organization’s assets Access and data controls Role-based access to systems limits access to financial systems and reduces the risk of data manipulation Monitoring controls Exception reporting (e.g., duplicate payments) supports quick identification of errors and accuracy of financial reporting Internal HR audits help ensure HR-related financial activities have proper controls and the controls are working as designed By having an HR department that designs and implements internal controls, you are creating a stable system of checks and balances, minimizing risk in more ways than you might expect! About the author: Kristy Mielke CPA, CA fosters the professional growth of Alberta’s 32,000 Chartered Professional Accountants (CPAs) as the Director of Professional Development and Learning at CPA Alberta. She has previously worked in public practice and internal audit, and in addition to being a CPA, she is a Certified Internal Auditor and Certified Fraud Examiner.
