Let’s discuss: How is toxic positivity being produced, exploited and performed in the workplace?
How many times have you had to sit next to your coworker at a dinner, exchanging pleasantries and offering your one-million-dollar smile? How many times have you done that when you were quietly battling anxiety, frustration and burnout?
Probably too many to count.
It’s no secret that many corporations base their principles on the harsh assumption that emotional exhaustion is not productive. Let’s be real: capitalism doesn’t have time for feelings. Psychology talk rarely ever wins against profit margins. The bottom line starts to outweigh the well-being of the people keeping it afloat.
So, let’s talk business.
In reality, corporate culture’s obsession with constant positivity can quietly stifle authenticity, reward performative enthusiasm and enable toxic dynamics to persist unchecked. In other words, emotional suppression in favor of forced optimism may improve short-term harmony, but it comes at the cost of long-term innovation, psychological safety and employee retention.
This is for every employee who’s ever been told to smile through the grind. For every leader confused about why their team is disengaged. Let’s pull off the corporate mask and talk about what really hides behind those “good vibes only” policies.
Positive Psychology Is Real, Our Masks Are Not
The core of positive psychology is actually truly inspirational. It is a perspective filled with hope, self-actualization and deep human potential. Positive psychology is embedded in shifting the focus towards one’s virtues, happiness and strengths to find the balance for one’s well-being.
Unfortunately, it is in this shift where many started to stray—where the move towards balanced positivity took an extreme turn.
With the rise of toxic positivity, many began to adopt the belief that no matter how difficult a situation is, people should focus on constant cheerfulness.
Workplaces were definitely not excluded from this damaging movement. Organizational environments have increasingly leaned into language that celebrates positivity, resilience and high energy.
You may have seen them:
Telling a team member who’s struggling with burnout, “Just be grateful you have a job.”
Discouraging honest feedback because it’s seen as “bringing the energy down.”
Avoiding difficult conversations in favor of “looking at the bright side.”
What once was a tool for cultivating optimism becomes a never-ending performance of fake enthusiasm. And the underlying message becomes loud. It’s so paradoxically subtle, yet deeply internalized. You may start to absorb what they wordlessly teach you – your negative feelings are becoming a burden.
In this emotional trap, vulnerability is shamed, dismissed and suppressed. Employees start avoiding any signs of struggle for fear of being labeled negative, difficult or ungrateful.
They put on a smile to upstage their broken spirits.
They crack a joke when they’re frustrated.
They say “it’s all good” when it’s absolutely not.
The result? Teams superficially polished, like dollhouses with perfect exteriors. But what’s underneath is a tapestry of internal stress, anxiety and emotional disconnection waiting to be exposed.
Business or Psychology, Our People Matter
Over time, the gap between how we feel and how we present ourselves begins to take a toll.
This is referred to as emotional dissonance—the stress that comes from displaying emotions that don’t align with our internal state.
Because when we’re trying to just “keep the peace,” it’s worth noting the actual peace within. It’s time to recognize that our feelings do not simply evaporate. They persist and they fester. Emotional dissonance is what is linked to emotional fatigue, reduced job satisfaction and long-term psychological distress.
Resilience is when we’re able to embrace the pain and safely heal through it.
Emotional suppression is when we deny the pain so deeply that it begins to disguise itself as personality.
Protecting Unhealthy Power Dynamics
Ironically, in many cases, toxic positivity serves as a shield for dysfunction. When companies emphasize smiling through the stress, they often sidestep the deeper work of addressing systemic problems such as poor leadership, unclear boundaries, inequity or burnout.
By encouraging employees to “stay positive,” leadership can deflect criticism and avoid accountability. Those who raise concerns are often viewed as disruptive, while those who remain quiet are rewarded for being agreeable.
This is not to say that every corporation is maliciously promoting such dynamics. However, intentionally or not, this cycle protects the status quo and silences those who need support the most.
Real Profit is Sustainable Well-Being
Productivity is when we’re able to truly tap into our internal and external resources to radiate motivation, passion and inspiration.
So, how can workplaces shift from superficial positivity to genuine psychological safety?
1. Redefine Positive Culture
Trust, communication and authenticity. Let’s start with that. A healthy workplace culture is not one where everyone is always cheerful, it’s one where employees feel safe to speak their truth, even when it’s uncomfortable.
2. Normalize Emotional Range
Through validation and empathy, work teams can start encouraging conversations that acknowledge a full spectrum of emotions. Long-term morale and motivation grow when people feel that their real emotions are acknowledged, respected and responded to constructively.
3. Model Vulnerability at the Top
When leaders show emotional honesty, it sets the tone for the rest of the organization. Admitting mistakes, expressing uncertainty or acknowledging stress can actually increase credibility and human connection.
4. Shift the Focus from Perception to Impact
Instead of worrying about whether your team looks happy, ask if they feel safe. Instead of pushing for enthusiasm, ask if they feel heard.
At The Will of Your Own Feelings
“Not all situations have a silver lining or a positive spin.
Some things are just really, really hard, and that’s OK.”
― Whitney Goodman
In all aspects of life, real, human presence should be celebrated.
Because sometimes, the bravest thing you can do is take off the mask and say,
“This doesn’t feel okay.”
And the most healing thing someone can do in return is to say,
“Thank you for telling me.”