Let’s face it—toxic workplace culture doesn’t happen overnight.

It builds slowly. Quietly. Through broken communication, weak leadership, failed change management, and well-intentioned policies that never turn into action.

Before you know it, your best employees are disengaging. They’re burned out, frustrated, and resisting every new change—because deep down, they don’t trust that this time will be any different.

And when the culture gets bad enough, they don’t just leave…They revenge quit.

That’s right. They exit with purpose—and they make sure their departure is noticed.

Sound familiar?

If you’re seeing warning signs in your organization—conflict between teams, chronic turnover, employees who say one thing in meetings but something very different in private—then it’s time to stop patching symptoms and start fixing the root of the problem.

Here are five strategies I use with executive teams to start turning toxic cultures around fast:

1. Own the Culture Problem at the Top

If you’re waiting for HR to fix the culture on their own, you’re already behind. Culture is a leadership issue, not a department initiative. Senior leaders must take responsibility for the workplace environment they’ve either created—or tolerated.

Start by acknowledging what’s broken and being transparent about what’s next. Accountability is the first step to rebuilding trust.

2. Rebuild Trust Through Action, Not Talk

Employees don’t trust HR because they’ve seen too many promises with no follow-through. Real trust is built when leaders take visible, tangible steps toward change. That includes fixing broken systems, enforcing standards consistently, and showing up when it’s uncomfortable.

Don’t just say “We care about inclusion.” Show what that looks like in hiring, in promotions, and in who gets heard in the room.

3. Address the DEI Divide Head-On

Too many organizations launched DEI programs after 2020—only to quietly pause or defund them in 2023 and 2024. That kind of backpedaling creates a DEI divide that is hard to come back from.

If you want to retain diverse talent, you need to lead with consistency and integrity. A one-time workshop won’t solve the issue. Daily inclusive leadership behavior will.

4. Stop Leading Change Like It’s a Memo

Change fails when people don’t feel included in the process. Employees resist change when they feel like it’s happening to them, not with them.

Engage your teams early. Ask for input. Address the “why.” And create two-way communication loops that make employees feel seen, heard, and part of the solution.

5. Invest in Developing the Right Leaders

Why do good leaders leave companies?
 Because they’re tired of fighting uphill battles in cultures that won’t support them.

If your managers aren’t equipped to navigate conflict, coach performance, or lead inclusively—you’re fueling the toxicity by default. You need to develop the kind of leaders who know how to influence people, not just manage tasks.

Here’s What to Do Next

If you’re facing a toxic workplace culture, struggling with a DEI divide, or watching your best people resist change or walk out the door, then now is the time to act.

This isn’t a project you can put off. It’s a leadership priority.

I help organizations fix what’s broken—from the inside out. Whether I’m speaking at your leadership summit or working directly with your executive team, I’ll give you the tools, behaviors, and real strategies to build a culture people are proud to be part of.

Ready to repair your culture and re-engage your people?
Let’s get started. Visit antongunn.com/contact to schedule a call.  Or book me to speak at your next leadership retreat, culture summit, or all-hands meeting.

Because every day you delay…You’re giving your best people another reason to walk away.