Thinking positively can lead to all kinds of wonderful developments and achievements – in and out of the workplace. It’s key in envisaging where we want to be in our careers, relationships and other personal goals.

But that being said, experts say that an excessive expectation of constant positivity can be toxic in the workplace. According to business leader and CEO Satyen Raja, this toxic positivity can particularly affect women, and how we feel about our jobs.

“Toxic positivity in the workplace can significantly impact employee morale, especially among women, by creating a facade of relentless optimism that discourages genuine communication,” he explains.

If a workplace is impacted by toxic positivity, the chances are that it is discouraging employees from expressing their authentic feelings, instead feeling like they should be upbeat at all times. 

Elle Mace, a positive psychology coach, explains that toxic positivity can manifest in different forms in the workplace. It could be found in a failure to address the root of the problem when employees feel overworked or burnt out, with an encouragement to merely “stay positive”. If there’s an overarching need to be positive and upbeat at work, even in the face of personal issues, or if you're made to feel like you’re “not a team player” when you're frustrated with a task or fellow employee, your workplace could be suffering under the burden of toxic positivity. This is especially true if you're made to feel guilty for having negative thoughts and feedback, and if overly optimistic goals are being set for you with no flexibility.

This leads to “superficial interactions where real issues are glossed over”. By denying our complex, extremely valid, negative emotions in the workplace – whether it’s feeling overworked, or just mildly irritated at a co-worker or client – Satyen says:

This can result in higher turnover – with employees choosing to leave as a result of toxic positivity – leading to businesses bearing the cost of hiring new employees and workplace culture being repeatedly impacted by the loss of talent and personalities. So not only does toxic positivity impact individuals in the workplace, it affects how a business functions and its success.

Why are women more affected by toxic positivity?

According to Elle, this is all down to the “societal and cultural pressures that emphasise the need for them to be nurturing, agreeable, and resilient”.

She points to traditional gender roles, social media and workplace dynamics and their role in leading women to “suppress negative emotions and maintain a facade of constant positivity”. 

“The pressure to be the ‘strong woman’ or the perfect caretaker can result in emotional exhaustion, hinder genuine connections, and exacerbate mental health issues,” Elle explains. “This means that toxic positivity can discourage women from expressing their true feelings or seeking the support they need.” 

This then affects how women navigate the workplace, and their experiences when it comes to their ambitions and interactions with others, particularly when they have concerns or insecurities.

“For women, who may already face unique challenges in the workplace, toxic positivity can be particularly harmful,” Satyen says. “It stifles their ability to express concerns, fears, or challenges openly, and can exacerbate feelings of isolation. The issue, he says, is the pressure women feel to conform – and the workplace is no exception. “This culture of forced positivity, which can hinder their personal and professional growth,” he adds. This results in women feeling pressured to tow the “positivity line” at work to the point of toxicity, for fear that if they express negative emotions or views, it will affect their progression – for example, if they fear they might get passed over for a promotion if they speak up, they’re likely to keep quiet and fake their positive views about the workplace.

The good news is this: there are ways to combat this issue. For Satyen, business leaders have a “crucial role” when it comes to shifting a working culture of toxic positivity towards one that prioritises authenticity.

“Training programmes should focus on equipping leaders with the tools to build a culture of authenticity within their organisations,” he says, stressing that this method of mitigating toxic positivity from the top will empower all employees.

In terms of creating a working culture that acknowledges and encourages the importance of expressing all emotions, Elle similarly recommends “regular check-ins and open-door policies, which can help employees voice their concerns without fear of judgement”. 

She also advises that shifting your focus from constant positivity to problem solving will really help combat toxic positivity – this means acknowledging the negative things, and working together to bring things back to a more authentically positive place.

“When an issue arises, ask questions like, “What can we do to address this?” or “How can we support you in resolving this challenge?” Give employees the tools and authority to address their concerns. This could involve providing resources, adjusting workloads, or offering mental health support,” she says, adding that acknowledging the work involved to make things better is paramount.

“Instead of only celebrating outcomes or achievements, also recognise the process of overcoming challenges, including the emotional and mental work involved. Encourage a growth mindset, where challenges and setbacks are seen as opportunities for learning and development rather than just obstacles to overcome with a positive attitude.”

Combating toxic positivity by embracing negative feelings can lead to women in particular feeling more productive and empowered in the workplace.

“It allows for authentic communication, fosters problem-solving, and promotes emotional resilience,” Elle says. “Ultimately, creating an environment where negative feelings are accepted and explored can lead to stronger team dynamics, greater innovation, and a healthier, more balanced workplace culture.”