Eat. Sleep. Code. and Other Negative Culture Signs
August 31, 2025Tags: careers
While reading up on some posts around the campfire this weekend, I caught a post about negative and toxic cultures. 🔥 Some people are privileged to not experience that. I’m envious of them. 20+ years in the field, and I am still cautioning women that tech really hasn’t gotten better over the past couple decades. Let me share some examples of why.
Negative Culture Killer - The Micromanager
One of the most immediate and tangible signs of a negative culture is the presence of micromanagement. While it’s easy to dismiss this as simply a “bad boss” issue, it often runs much deeper, signaling a fundamental lack of trust within an organization. A manager who feels the need to oversee every detail of your work, from the smallest task to the final outcome, is essentially communicating a lack of confidence in their team’s abilities.
This behavior isn’t just frustrating; it can stifle creativity, slow down progress, and lead to burnout. It also creates a self-fulfilling prophecy: when employees feel they aren’t trusted to do their jobs, their motivation wanes, and their performance may actually suffer. In a healthy culture, leaders empower their teams, providing the resources and support needed to succeed while trusting them to take ownership of their work. A micromanager, on the other hand, keeps a tight grip on the reins, and that can be a symptom of a much larger problem.
Negative Culture Mantra - “Eat. Sleep. Code.”
Another hallmark of a toxic environment is a culture that celebrates overwork and burnout. You’ve likely heard the mantra “Eat. Sleep. Code.” in some form or another. This phrase, often said with a sense of pride or grim determination, frames working relentlessly as a badge of honor. It suggests that true dedication is measured by how much of your personal life you’re willing to sacrifice for your job.
This mindset can be incredibly damaging. It blurs the lines between work and personal life, leading to exhaustion, mental health issues, and a higher risk of making mistakes. It also creates an unsustainable pace that only a few can maintain, leaving others feeling inadequate or pressured to match an unhealthy standard. A truly productive and sustainable culture values well-being and understands that rested, healthy employees produce better work. A culture that encourages employees to consistently operate at maximum capacity, neglecting rest and personal time, risks creating a highly stressful and ultimately unsustainable environment.
Negativity, Leaning Towards Toxicity - Locker Room Banter and Inappropriate Innuendo
Workplace culture isn’t just about what happens at the office; it extends to professional events, networking gatherings, and even casual conversations. A less obvious but equally insidious sign of a negative environment is the use of what’s often called “locker room banter” or inappropriate innuendo. While it may be brushed off as harmless jokes or “just the way we talk,” this type of language can create an incredibly alienating atmosphere, especially for those who are not part of the dominant group.
When professional spaces are dominated by off-color jokes or sexually charged comments, it sends a clear message about who belongs and who doesn’t. For women, and other underrepresented groups, this isn’t just an awkward moment; it can be a significant barrier to career growth. It makes networking feel unsafe and uncomfortable, preventing genuine connections and making it difficult to feel respected as a professional. A truly inclusive culture prioritizes respect and ensures that all members feel safe, valued, and included in every interaction, both in and out of the office.
Unholy Toxicity - Targeted Harassment
Finally, the most overt and damaging sign of a toxic workplace is targeted harassment. This goes beyond a one-off comment or a misstep; it’s a sustained pattern of behavior designed to intimidate, belittle, or exclude an individual. This type of misconduct tests the true resilience and integrity of a company’s values.
You may have seen those HR training videos where an employee makes an obviously inappropriate comment or advance. It’s tempting to think, “Surely, people aren’t that stupid in real life.” Unfortunately, they are. I’ve seen a toxic manager blatantly hit on nearly all the women in our department. My strong network with other department managers seemed to give me a protective shield, but it didn’t stop me from seeing the distress of my colleagues. Thankfully, their courage in speaking up, coupled with the support of male allies who asked how they could help, led to a resolution. The manager was fired, and the team was able to rebuild their morale despite that ordeal. This story highlights the critical role of documentation and a united front in confronting toxicity.
On the other hand, I’ve also experienced targeted harassment from a teammate who made inappropriate comments and mocked me in public channels. In this case, the individual’s toxic behavior was an isolated incident, not a symptom of a systemic problem. The company’s culture was strong enough to support me, and they listened and acted swiftly. This second story is a testament to what a great workplace looks like: a place that doesn’t just have policies on paper, but actively supports its employees and takes action when needed.
Conclusion - A Call for Change
A company’s true colors are revealed not just by the presence of a toxic person, but by how it responds. It’s a reminder that culture is not a static set of rules; it’s a living system that is either actively maintained and protected or allowed to decay.
For those privileged to have never experienced these issues, it may seem like a relic of the past, something that “doesn’t happen anymore.” But from my vantage point of over 20 years in this field, I can assure you that it does. These toxic behaviors - micromanagement, burnout culture, inappropriate “banter,” and targeted harassment - are still very much a part of the professional landscape today. Until companies actively work to do better, these environments will continue to be unwelcoming, stressful, and ultimately, unsustainable.
So, how can we move forward? Companies that truly want to build a positive and productive culture must take a proactive stance. Here are three key steps they can take:
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Lead with Empathy and Accountability: The tone of a workplace is set at the top. Leaders must not only model respectful behavior but also hold themselves and others accountable for their actions. This means addressing problematic behavior directly, consistently, and without exception, showing that company values are more than just words on a wall.
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Establish Clear Reporting Mechanisms: A policy is only as good as its enforcement. Companies need to create and publicize safe, confidential, and effective channels for reporting misconduct. Employees must be confident that their concerns will be taken seriously and that they won’t face retaliation for speaking up.
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Invest in Meaningful Training: Forget the stale, check-the-box HR videos. Training on topics like unconscious bias, inclusive communication, and bystander intervention should be engaging, interactive, and tailored to the specific challenges of the industry. The goal is to build a shared understanding and give employees the tools to create a better environment for everyone.