Navigating Workplace Toxicity: Chessa Eskandanian-Yee Of AdvisorEY On Strategies for a Healthier Work Environment
An Interview With Vanessa Ogle
Establish regular team gatherings to build and grow personal connections.
Team gatherings, both formal and informal, provide opportunities for coworkers to connect as individuals rather than just colleagues. These moments build trust, strengthen relationships, and create a sense of camaraderie that carries into daily work interactions. Whether it’s through casual coffee chats, shared activities outside the office, or monthly dinners, these moments remind teams that they’re part of something bigger. Strong personal connections lead to more effective teamwork and a healthier, more cohesive workplace culture.
Toxic work environments can have a significant impact on employees’ mental health, productivity, and overall job satisfaction. From poor communication and office politics to bullying and burnout, toxicity in the workplace can manifest in many forms. What are the most effective strategies to address and overcome these challenges? How can organizations and employees work together to create healthier, more supportive work environments? In this interview series, we are talking with with leaders, HR professionals, organizational psychologists, business leaders, and experts about “Navigating Workplace Toxicity: Strategies for a Healthier Work Environment.” As a part of this series I had the pleasure of interviewing Chessa Eskandanian-Yee.
Chessa is the COO and Co-Founder of AdvisorEY, where she leverages her expertise in recruiting and organizational strategy to help businesses achieve their talent goals. With a diverse background, she blends innovation and practicality to deliver future-focused people strategies that drive success for her clients. Beyond her work, Chessa is deeply committed to personal growth and inspiring others to create meaningful careers and fulfilling lives.
Thank you so much for doing this with us! Before we dig in, our readers would like to get to know you a bit more. Can you tell us a bit about your “backstory”? What led you to this particular career path?
I grew up immersed in the world of recruiting and human capital consulting, inspired by watching my mother align organizations with the right talent. Summers at her firm were spent learning the ins and outs of talent acquisition, development, and driving success through people — I placed my first candidate at age 17.
In college, I founded LeaderEQ, an AI-based platform that connects leaders and executives with business coaches. This experience deepened my passion for crafting strategies that elevate culture and drive performance. In 2022, my mother and I launched AdvisorEY, a full-cycle human capital consulting firm dedicated to transforming how organizations approach their people and culture.
Can you share the most interesting story that happened to you since you began your career?
One of the most interesting things that’s happened is becoming an unofficial ‘career coach’ for my family and social circle. While many try to keep work and personal life separate, for me, the two have naturally blended. I’ve become the go-to person for everything from resume tweaks and navigating workplace challenges to asking for promotions and planning career moves. It can be overwhelming at times, but it’s also incredibly rewarding to help the people I care about grow and succeed in their careers.
Can you share a story about the funniest mistake you made when you were first starting? Can you tell us what lesson you learned from that?
When I was first starting out, I vividly remember preparing for a call with a candidate I’d just found for an amazing role. At 18, I was eager to impress and had prepared every detail about the position — so much so that I completely overlooked the most important detail: his name. I started the call with, ‘Hi, Tom! Thank you for your time, and I’m really looking forward to getting to know you.’ After a long pause, he replied, ‘Uh… my name is Tim.’
I was mortified but managed to keep my cool and focus on the conversation. By the end, we laughed it off, and he ended up landing the role! It became an inside joke between us, and it taught me two valuable lessons: the importance of getting the basics right and that mistakes are a natural — and often humbling — part of growth.
Is there a particular book that made a significant impact on you? Can you share a story or explain why it resonated with you so much?
Reading Atomic Habits by James Clear was a transformative experience for me. The book completely shifted my perspective on life and success. Clear’s insights revealed how small adjustments to our daily routines can create meaningful, long-term transformations.
One of the most impactful takeaways was the idea of micro-goals — breaking down big ambitions into manageable steps. For example, instead of overwhelming yourself with a rigorous exercise plan, starting with just 10 minutes a day builds a sustainable habit over time. Celebrating these small wins fosters a sense of progress and keeps motivation high, making bigger goals feel more achievable.
Another concept that resonated with me was identity-based habits: aligning actions with the person you are and aspire to be. This approach encourages meaningful, lasting change by focusing on becoming rather than just achieving.
Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?
One of my favorite life lessons comes from a quote by Martha Beck that my mom instilled in me: ‘How you do anything is how you do everything.’ Growing up, she taught me to always finish what I started, even in small moments — like sticking with a game of Go Fish until the end. That simple lesson instilled in me the value of showing up fully and staying committed to my goals, no matter the scale.
This principle has shaped my approach to life and work. I bring the same dedication to every project, knowing that consistent effort, even in the smallest details, ultimately defines the quality of the outcome. It’s a powerful reminder that excellence is built through everyday actions, exactly like the lessons in Atomic Habits.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Let’s start with a simple definition so that all of us are on the same page. What does workplace toxicity mean?
Workplace toxicity is rooted in a culture dominated by negativity. In these environments, the focus consistently shifts toward problems and criticisms instead of solutions, creating a cycle of blame and dissatisfaction. This negativity fosters unhealthy competition, gossip, and a lack of constructive feedback, making collaboration and growth nearly impossible. Toxicity often shows up as backbiting, disparaging remarks about colleagues or leaders, and an overall emphasis on tearing others down rather than building a supportive and productive workplace culture.
Can you describe a time when you personally encountered or helped resolve workplace toxicity?
Our client underwent an acquisition by a competitor, but the process was mishandled, resulting in a culture of uncertainty and distrust. Employees of the acquired company felt disposable and unwelcome, leading to widespread dissatisfaction and a toxic environment where nearly everyone considered leaving. Without a clear strategy, the lack of transparency amplified feelings of devaluation and fostered extreme negativity.
We stepped in to help facilitate a smoother transition by working closely with the leadership team to reframe the messaging around the merger. By prioritizing stability, retention, and clear communication, we helped leadership convey a compelling value proposition and provide support for existing talent, ensuring they felt seen, valued, and motivated to stay.
Our approach included one-on-one conversations with employees to address concerns and treat them as partners in the process. We implemented role optimization strategies, clarified job descriptions, and offer letters, and created a transparent framework for growth. We helped transform the workplace into an environment where employees felt aligned, valued, and empowered to contribute to a thriving, healthy culture.
What were the key signs that the environment was toxic?
The warning signs were clear — nearly every employee began reaching out to us for help finding new positions. Fear and uncertainty about their roles and the company’s future were palpable. Employees openly shared their concerns with one another, creating a feedback loop of worry and doubt about the acquisition’s impact. Leadership’s silence only amplified the issue, as the absence of transparent communication left room for anxiety and speculation to grow unchecked.
What are some of the most common causes of toxic work environments, and how can leaders recognize these issues before they become pervasive?
Toxic work environments often arise when employees feel undervalued and/or isolated, leading to a culture of venting and complaints among coworkers. Contributing factors include unclear communication, misaligned values, and a lack of accountability from leadership. Recognizing these issues early requires leaders to be deeply engaged in the company culture, rather than observing it from a distance. By staying actively involved, leaders can identify and address negative dynamics before they escalate, creating a workplace where employees feel valued, informed, and supported.
What steps can employees take to address workplace toxicity if they feel uncomfortable or unsupported by leadership?
If the organization has a human resources team, employees should start by reaching out to HR, which can help identify and address specific issues or individuals causing discomfort. If direct communication with HR or trusted leaders feels unsafe, or if internal support is lacking, seeking mentorship or external guidance can provide clarity on whether the issue can be resolved internally or if it’s time to explore other opportunities. While tedious, documenting specific instances and offering concrete examples of toxicity, is crucial for validating concerns.
Addressing an entire toxic culture is a monumental task — and in some cases, it may not be possible. That’s why it’s essential for leadership to proactively create and invest in cultivating a healthy, supportive workplace culture from the start.
What role does mental health play in navigating workplace toxicity, and how can both employees and organizations prioritize mental wellness?
Employees dealing with anxiety, depression, or other mental health challenges may find it even harder to address workplace toxicity. Managing personal struggles can make it feel overwhelming to confront external issues, leading to a cycle of rumination and resignation within the toxic environment. Fear, self-doubt, and concern about potential repercussions often act as roadblocks, making it seem like there’s no clear path forward to creating change.
While organizations can’t control individual mental health, they can create environments where employees feel supported and validated. Open communication, accessible resources, and a culture of understanding can help employees feel safe to address challenges and seek solutions. By fostering positivity and transparency, organizations can help prevent toxicity and build a workplace where everyone feels valued and empowered, regardless of their personal struggles.
Can you share some strategies or practices that individuals and teams can implement to create a healthier and more productive work environment? Please share your “5 Strategies For A Healthier Work Environment”?
Establish an overarching set of principles that guide the company culture.
Having a clear set of guiding principles is essential for shaping company culture. These principles act as the foundation for how the company operates and interacts, ensuring alignment and consistency. For example, we’ve worked with companies to design cultural statements or “Principle Walls” that are displayed prominently in office spaces or internal platforms. This visual reminder keeps the company’s values top of mind and reinforces a sense of purpose and unity across teams.
Create clear role expectations, team growth paths, and goals.
When employees understand their roles and how their efforts contribute to the organization’s larger goals, they feel more empowered and engaged. This directly influences the overall health of a company’s culture. In business, it’s essential to address and establish both micro and macro goals for your human capital to build a strong cultural foundation.
This is where tools like a Progress Growth Matrix (PGM) prove invaluable. A PGM not only outlines career progression for each role but also sets clear expectations for how teams collaborate effectively. By offering structure and clarity, it enables employees to see how their contributions drive the company’s success, helping them show up as healthy, motivated individuals who feel deeply connected to the organization’s mission.
Establish regular team gatherings to build and grow personal connections.
Team gatherings, both formal and informal, provide opportunities for coworkers to connect as individuals rather than just colleagues. These moments build trust, strengthen relationships, and create a sense of camaraderie that carries into daily work interactions. Whether it’s through casual coffee chats, shared activities outside the office, or monthly dinners, these moments remind teams that they’re part of something bigger. Strong personal connections lead to more effective teamwork and a healthier, more cohesive workplace culture.
Hold quarterly culture-specific meetings to assess and improve.
Leaders should dedicate intentional time to focus exclusively on culture, creating opportunities for open dialogue and actionable feedback. For example, a client we worked with implemented quarterly culture meetings where leadership provided updates on culture initiatives and facilitated meaningful discussions about employee experiences. To ensure candid feedback, they included anonymous surveys, allowing employees to voice their concerns and suggestions without hesitation. This proactive approach not only strengthened trust between employees and leadership but also demonstrated a genuine commitment to cultivating a positive and evolving workplace culture.
Avoid bonding over negativity.
As employees, fostering a healthier workplace culture starts with breaking the cycle of negativity. While it’s natural to bond over shared frustrations, this can easily spiral into a culture dominated by complaints, draining team morale and shifting the focus away from progress. Instead, employees should consciously redirect conversations toward solutions, growth, and mutual support. Constructive dialogue not only strengthens team relationships but also empowers individuals to contribute to a more positive and productive work environment.
You are a person of great influence. If you could inspire a movement that would bring the most amount of good for the greatest number of people, what would that be? You never know what your idea can trigger.
The Positivity Movement — in an era where doom and gloom often dominate, choosing positivity offers a powerful antidote. A movement centered on optimism could foster stronger communities, nurture meaningful relationships, and inspire a world where we confront challenges with a renewed sense of possibility and purpose.
We are very blessed that some very prominent names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US with whom you would love to have a private breakfast or lunch with, and why? He or she might just see this if we tag them.
Sam Altman — he has one of the most influential roles in shaping the future of humanity.
As the CEO of OpenAI, his work sits at the cutting edge of artificial intelligence, a field poised to redefine how we live, work, and connect in profound ways. I’d love to have a private breakfast or lunch with him to dive into his vision for leveraging AI to drive positive global change while addressing the complex ethical challenges that come with such transformative power. It would be incredible to hear his insights, stories, and adventures, and to understand how he approaches the responsibility of shaping technology that impacts billions of lives.
How can our readers further follow your work online?
You can follow me on social media:
Personal LinkedIn: Chessa Eskandanian-Yee
Brand LinkedIn: AdvisorEY
Instagram: @chessayee
Stay tuned — I’ll also be launching a blog and YouTube channel in the coming months, so keep an eye out for more updates soon!
Thank you for these fantastic insights. We greatly appreciate the time you spent on this.
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
Navigating Workplace Toxicity: Chessa Eskandanian-Yee Of AdvisorEY On Strategies for a Healthier… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.