Is toxic positivity really a thing?

Happy thoughts and feelings are inherently desirable. Not only do they feel good, they also positively impact physical health, increase resilience, and improve productivity.

In many circumstances, this general approach is healthy and effective. However, it can become counterproductive as well. When there is an overgeneralization of a happy or optimistic state in our professional lives, it can result in the denial, minimization, and invalidation of our authentic human emotional experience. There are instances when negative emotions are appropriate and even rational. These overt, feel-good strategies can become “toxic,” causing negative feelings to fester and intensify.

Just like individuals, organizations often try to encourage positivity in the face of adversity through their leadership style or culture. Values might be stressed that encourage employees to always consider what is going well. Of course, this response can be reasonable and, at times, helpful. However, when a focus on positivity becomes the sole response to internal concerns, despite their validity, the strategy is likely to fail, causing adverse outcomes such as stifled innovation, burnout, and even a culture of concealment.

How to achieve less…

…toxic positivity. As counterintuitive as it may seem, a willingness to recognize and discuss organization struggles, obstacles, and setbacks may ultimately result in a happier, more engaged workplace.

Try utilizing the following steps if you think there is a trend toward toxic positivity and you want to work toward a more balanced approach to happiness and hardships in your workplace.

• Acknowledge it: To address any problem, one must first accept it. This makes responding to toxic positivity almost paradoxical. After all, how can one recognize that toxic positivity is a problem in their organization without being able to identify flaws in their leadership or corporate culture? To make acknowledgment easier, try taking a step back and ask yourself what is the general response to negativity in your workplace. Toxic positivity might be easier to spot from this vantage point.
• Set the example: Employees you lead and colleagues you work with are unlikely to feel comfortable expressing negative feelings about their jobs or the institution if their leaders and coworkers are never willing to do the same. You must be willing to recognize and accept unpleasant thoughts and feelings. It’s okay not to be happy all the time at work and expressing that openly allows others to do the same.
• Dedicate time for constructive feedback: Employees may feel more comfortable bringing up something they believe could be improved at a time and place that has been explicitly dedicated for that purpose. Remember that when employees are forced to suppress negative beliefs and emotions, they may feel unheard, unseen, or invalidated. These attitudes interfere with an employee’s ability to form positive attitudes towards their organization. Toxic positivity can impede well-being by encouraging workers to ignore negative attitudes towards the workplace. Acceptance of both positive and negative feedback will allow for open dialog, greater understanding, and growth.

If you find that you need help, seek support from the mental health resources available at UNM.