Catherine Mattice's Blog, page 10

Reflections on Workplace Behavior: Am I a Bully?

Getting along in the workplace can be tough, and many people wonder if they’re behaving the right way at work. One particularly important aspect to reflect on is whether one’s actions may be perceived as bullying. Bullying at work is a serious issue that can negatively impact both individuals and the overall workplace environment. We will explore signs that may indicate if you’re unknowingly engaging in bullying behavior and offer strategies for fostering a more positive and respectful workplace.

 

Recognizing Bullying Behavior:Examine Your Communication Style:

Pay attention to how you communicate with your colleagues. Are you consistently assertive, or do your interactions lean towards aggression? Bullying often involves the use of harsh language, humiliation, or constant criticism.

 

Feedback and Constructive Criticism:

Consider how you provide feedback. Are your comments constructive and aimed at improvement, or do they come across as personal attacks? Genuine constructive criticism fosters growth, while constant negativity can be demoralizing.

 

Power Dynamics:

Evaluate the power dynamics in your interactions. Are you using your position to control or manipulate others? Bullying often involves exploiting perceived imbalances in power, leading to an unhealthy work environment.

 

Isolation and Exclusion:

Reflect on whether you contribute to a culture of inclusivity or exclusivity. Bullying behavior often manifests through isolating or excluding certain individuals, creating a toxic atmosphere.

 

Empathy Check:

Assess your level of empathy towards colleagues. Bullying is often associated with a lack of empathy and understanding. If you find yourself indifferent to the feelings of others, it may be a red flag.

 

Strategies for Change:Self-Reflection:

Take the time to reflect on your behavior regularly. Consider the impact your actions may have on others and be open to feedback from colleagues.

 

Seek Feedback

Actively seek feedback from your peers and superiors. Honest conversations about your behavior can provide valuable insights and help you identify areas for improvement.

 

Develop Emotional Intelligence

Work on enhancing your emotional intelligence. This includes understanding and managing your emotions effectively, as well as recognizing and empathizing with the emotions of others.

 

Effective Communication Training

Consider participating in communication or conflict resolution training. These programs can equip you with the skills to communicate assertively while maintaining a respectful tone.

 

Apologize and Make Amends

If you realize that you’ve engaged in bullying behavior, take responsibility for your actions. Apologize to those affected and demonstrate a commitment to change through your future conduct.

 

Acknowledging the possibility that you may be exhibiting bullying behavior is a crucial step towards creating a healthier workplace environment. By actively reflecting on your actions, seeking feedback, and taking steps to improve your communication and interpersonal skills, you can contribute to fostering a workplace culture that values respect, empathy, and collaboration. Remember, positive change starts with self-awareness and a commitment to personal growth.

PS. Join our FREE webinar on “When Intersectionality and Toxic Behavior Intersect: Managing Toxic Behavior as it Relates to Race, Sex, and Gender” on November 29th, 10am PST/ 1PM EST. 

The post Reflections on Workplace Behavior: Am I a Bully? appeared first on Civility Partners.

Join Our Team As OD/People & Culture Analytics Subcontractor

Civility Partners believes in making a positive difference for every employee at every organization we work with. Through a variety of services including coaching, training, and organizational culture consulting (OD), we partner with clients to create positive work environments where employees can thrive.

We are in need of an OD consultant who can add to our driven and compassionate team. This person would be responsible for building and maintaining relationships with clients, developing surveys, analyzing extensive quantitative and qualitative data, and interpreting that data into recommendations for organizational improvements. This is a subcontracting position, and we expect that applicants will have their own business and experience developing survey questions and analyzing results.

Although we work hard, our environment is very collaborative and “chill” in many ways. Our goal is to provide you with the support you need to execute your contract work to the best of your ability, optimizing success for the client. You will have access to a myriad of resources and technology as well as project management experts and thought partners.

Responsibilities:

Talk with executive leadership to understand what they hope to uncover with a survey, and help them understand what we would like to uncover too.Create survey questions where required (we have own own database of questions, but sometimes need to make new ones)Conduct interviews or focus groupsCreate themes in, and analyze, qualitative dataWrite recommendations based on quantitative and qualitative dataWrite and deliver communication (e.g., emails) to our clients’ workforcePresent findings and recommendations to executive leadership, and in some cases, to the entire organization through town hall meetings, for example

We are looking for someone with the following skills:

Executive presence and experience in consulting conversations with executive leadershipAbility and experience interviewing members of the workforce in emotionally charged situationsAbility to partner with Human ResourcesExcellent oral and written communication skillsAnalytical skillsCreative thinker, able to contribute innovative ideas and solutionsStrong skills in relationship building with clients’ stakeholders and senior leadersProficient in the Google Suite such as Google Docs, Slides and Sheets; ability to learn new systems such as project management software a plus

Required Education and Experience

Completion of a bachelor’s degree in the field of communication, human resources, business, leadership, or management requiredMaster’s degree preferred but not requiredProven experience in developing valid and reliable surveysProven ability to engage in emotionally charged conversations with members of the workforceAt least three years of experience working directly with the C-Suite/Executive leaderships

About Civility Partners

Civility Partners is a strategic organizational development firm who works with clients to build positive work environments. Our services include executive coaching, corporate training, and large culture change projects. We help organizations with cultures of harassment, discrimination and bullying build up their employee engagement, performance management, management effectiveness, and more. Catherine Mattice, the owner, is also an internationally recognized expert on the topic of workplace bullying, has published three books, and appeared in major news venues such as NPR, CNN, and USA Today. Our clients include Fortune 500 companies, the military, hospitals, universities, private companies, small businesses and nonprofits.

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The Importance of Intercultural Communication in Organizations

In the age of globalization, organizations are evolving into hubs of diversity, uniting individuals with varied cultural backgrounds, ethnicities, and perspectives. The process of diverse talents and experiences can lead to innovation and enhanced problem-solving capabilities. However, to harness the full potential of this diversity, organizations must prioritize effective intercultural communication.

 

What is Intercultural Communication?

Intercultural communication is the exchange of information and ideas between individuals hailing from diverse cultural backgrounds. It involves recognizing, appreciating, and navigating the nuances of diverse communication styles, customs, and expectations. In the context of organizations, successful intercultural communication is crucial for fostering a positive work environment, promoting collaboration, and achieving overall success.

 

Challenges in Intercultural Communication:Language Barriers: 

One of the most apparent challenges in intercultural communication is the diversity of languages spoken within an organization. Misunderstandings and misinterpretations can arise when individuals do not share a common language, leading to communication breakdowns.

Cultural Norms and Customs: 

Different cultures have distinct communication styles, etiquettes, and customs. What may be considered appropriate or polite in one culture might be perceived differently in another. Understanding and respecting these nuances is vital for effective collaboration.

Non-verbal Communication:

Non-verbal cues, such as body language, facial expressions, and gestures, vary across cultures. Without awareness and sensitivity to these differences, employees may misinterpret signals, potentially leading to conflict or miscommunication.

 

Strategies for Successful Intercultural Communication:

 

Cultural Awareness Training: 

Organizations can implement cultural awareness training programs to educate employees about the customs, values, and communication styles of different cultures. This helps in building empathy and reducing stereotypes.

Encourage Open Dialogue: 

Create a culture of open communication where employees feel comfortable expressing their thoughts and asking questions. This can foster a supportive environment where individuals are more likely to seek clarification on cultural differences.

Language Support: 

Provide language support resources, such as translation services or language training programs, to help employees overcome language barriers. This ensures that important information is accurately conveyed and understood.

Diverse Teams: 

Forming diverse teams can enhance creativity and problem-solving. When individuals from different cultural backgrounds collaborate, they bring a variety of perspectives to the table, leading to more innovative solutions.

Flexibility and Adaptability: 

Cultivate a culture of flexibility and adaptability, encouraging employees to be open to new ideas and approaches. This mindset is essential for navigating the ever-changing landscape of intercultural interactions.

 

Benefits of Effective Intercultural Communication:

 

Enhanced Creativity and Innovation: 

A diverse workforce, when equipped with effective intercultural communication skills, can generate a wide range of ideas and solutions, fostering innovation.

Improved Employee Relations: 

When employees feel understood and valued, it contributes to a positive workplace culture. This, in turn, enhances team cohesion and reduces the likelihood of conflicts.

Global Market Competence: 

In a globalized business landscape, organizations with strong intercultural communication skills are better positioned to navigate international markets and establish successful collaborations with partners worldwide.

 

Intercultural communication is a cornerstone of success in today’s diverse organizational landscape. Acknowledging the hurdles, employing targeted strategies, and capitalizing on the advantages of effective communication empower organizations to establish an inclusive and flourishing environment, propelling them toward enduring success. Embracing the wealth of cultural diversity in the workplace is not merely a decision; it is a strategic necessity for the organizations shaping the future

 

PS. We have a free webinar on “When Intersectionality and Toxic Behavior Intersect: Managing Toxic Behavior as it Relates to Race, Sex, and Gender,” will take place on November 29th at 10 AM PST / 1 PM EST. This isn’t your run-of-the-mill discussion about racism, privilege, or bias in the workplace. We’re diving deep into the heart of the matter and addressing those tough questions that are often left unspoken. 

Don’t miss this opportunity to engage with these critical issues and explore how we can foster a more inclusive and equitable work environment. Secure your spot by registering here.

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Don’t Underestimate the Power of Kindness at Work

Last Monday, November 13th was World Kindness Day. As an organization that is focused on building positive and healthy work environments, being kind doesn’t just make us feel warm and fuzzy; it actually helps us achieve awesome results, especially as we’re growing.

Think about it: a simple “thank you,” “please,” or “you’re welcome” creates a big impact in communication. And guess what? Science backs this up! Being kind isn’t just a nice thing to do; it’s like a secret weapon for making everyone—ourselves included—happier and more successful. 

 

Power of Kindness at Work

A survey of 1,365 employees from six well established companies was conducted by kindness.org with Beekman 1802 showed a direct link between kindness and overall employee happiness and job satisfaction. Here are the main things they discovered:

Being kind to your boss predicts workplace happiness.Being kind at work matters more for happiness than how much money you make.One of the biggest contributors to workplace happiness is feeling valued.Doing work that feels meaningful is directly linked to levels of happiness at work.

 

Acts of Kindness You can Do Today

While it is easy to say that acting kind is a no-brainer, this is often an overlooked element that can have a significant impact on both individual well-being and the overall workplace culture. Here’s a list of simple yet impactful acts of kindness that you can incorporate into your daily routine at work:

 

Express Gratitude

Acknowledge specific achievements or efforts that you are grateful for, as this shows genuine appreciation. Consider writing a personalized note or mentioning their accomplishments during team meetings. Cultivating a culture of gratitude fosters a positive and supportive work environment, enhancing team morale and collaboration.

 

Listen Actively

Show genuine interest in your team’s ideas, concerns, or achievements by actively listening. You can do this by creating a space where individuals feel comfortable expressing themselves by maintaining eye contact and nodding in acknowledgment. This not only strengthens relationships but also promotes effective communication.

 

Bring in Treats to Share

Surprise your colleagues with these small gestures! Consider bringing in a variety of treats to cater to different preferences, ensuring inclusivity in your gestures of kindness. Whether it’s homemade goodies, healthy snacks, or a selection of beverages, offering a diverse array of treats demonstrates thoughtfulness. Take the opportunity to gather and share these treats during a break!

 

Share Knowledge

If you come across useful information, resources, or tips, don’t hesitate to share them with your team. Get conversations going to tap into the diverse skills of your colleagues, making a lively setting where everyone plays a part in the team’s success. A collaborative and knowledge-sharing culture benefits everyone.

 

Check-In

Extend your check-ins beyond work-related matters by expressing genuine interest in their personal lives. Inquire about their interests, hobbies, or any recent events, creating a more meaningful connection. 

Regularly checking in not only strengthens professional relationships but also contributes to a positive and inclusive workplace culture, where everyone feels valued and understood.

 

Applaud Efforts 

Celebrate the journey as much as the destination by publicly acknowledging individual and collective contributions! Emphasize the learning opportunities and the growth that comes from facing challenges and building a culture that appreciates effort and resilience. Encourage a mindset that views setbacks as stepping stones to success, fostering a positive work environment where team members feel motivated to continuously strive for improvement.

 

Ripple Effects of Kindness at Work

Kindness might seem small, but it’s a powerful thing that can spread through any workplace like ripples in water. Let’s talk about some awesome things that happen when kindness is part of the job.

 

Boosts Morale and Employee Well-being:  

Kindness is a potent morale booster. A kind gesture, a word of encouragement, or a supportive action can go a long way in brightening someone’s day. In the workplace, where stress and pressure can be overwhelming, a culture of kindness provides a buffer against burnout and fosters a sense of camaraderie.

When employees feel seen, heard, and appreciated, their overall well-being improves. This not only reduces absenteeism and turnover but also enhances individual and collective performance. In a world where the lines between work and personal life often blur, acknowledging and nurturing the human side of colleagues can make the workplace a more compassionate and fulfilling space.

 

Creating a Positive Feedback Loop

Kindness begets kindness. When individuals experience positive interactions at work, they are more likely to pay it forward. This creates a positive feedback loop where acts of kindness become ingrained in the organizational culture. 

Whether it’s a manager recognizing a job well done, a team member offering support during a challenging project, or a simple gesture of appreciation, these actions contribute to a workplace culture that thrives on collaboration and mutual respect.

 

Building Stronger Teams

Kindness is a cornerstone of effective teamwork. When team members genuinely care about each other, they are more likely to share ideas, communicate openly, and collaborate seamlessly. In turn, this leads to the development of stronger, more resilient teams capable of overcoming obstacles and achieving collective success.

As leaders, you hold the compass that guides the culture of your workplace. I may sound like a broken record, but remember, the smallest acts of kindness can have a profound impact, not only on the well-being of your team members but also on the overall success and resilience of your organization. 

Let kindness be the cornerstone upon which we build a culture that inspires, uplifts, and propels both individuals and the collective toward greater heights of achievement and fulfillment.

Let us know how we can help your organization drive a positive work culture. If you’re curious to know some of the work we have done, check out our case studies here. 

PS.

Join our FREE EVENT on “When Intersectionality and Toxic Behavior Intersect: Managing Toxic Behavior as it Relates to Race, Sex, and Gender” on November 29th, 10am PST. We’ve gathered a great set of panelists to discuss this crucial topic and we’ve got more seats for you and your colleagues to come join us!

The post Don’t Underestimate the Power of Kindness at Work appeared first on Civility Partners.

Dealing with an Angry Boss

In the workplace, dealing with an angry boss is not uncommon. They might get upset for a moment or be consistently frustrated. It can be tough to handle, but if you figure out why it’s happening and find good ways to deal with it, you can make the work situation better.

It’s like sailing through rough waters at work when your boss is upset. Maybe they’re stressed or always seem annoyed. But instead of feeling stuck, you can grab the steering wheel and steer things in a better direction. Take a moment to understand why your boss is upset, like too much work or personal problems. Once you get that, you can find ways to deal with it. It’s a bit like turning stormy seas into a smoother ride at work. Communication, staying cool, and taking care of yourself are the tools you need to navigate this workplace sea.

 

Let’s explore the reasons behind an angry boss and how to deal with them.

 

Understanding the Anger:

Before diving into coping mechanisms, it’s essential to recognize that anger in the workplace can stem from various sources. Stress, unrealistic expectations, and personal issues can all contribute to a boss’s frustration. Rather than taking it personally, consider the broader context and potential external factors affecting their mood.

 

Effective Communication:

One of the first steps in dealing with an angry boss is open and honest communication. Schedule a private meeting to discuss concerns, seeking clarification on expectations and performance. Approach the conversation with a solution-oriented mindset, showing your commitment to resolving any issues that may be contributing to the anger.

 

Maintain Professionalism:

In the face of anger, maintaining professionalism is key. Avoid reacting emotionally or defensively, as this can escalate the situation. Instead, focus on staying composed and addressing the specific issues at hand. Demonstrating resilience and maturity can help diffuse tension and rebuild trust.

 

Seek Feedback:

Proactively seeking feedback from your boss can be a powerful tool for improvement. By understanding their expectations and addressing any areas of concern, you show a willingness to learn and grow. This not only helps in defusing their anger but also contributes to your professional development.

 

Mindful Responses:

When faced with an angry boss, choosing your responses carefully is crucial. Avoid escalating the situation with confrontational language or defensive arguments. Instead, respond mindfully, acknowledging their concerns and expressing a commitment to finding solutions. A calm and collected approach can often de-escalate tension.

 

Self-Care:

Dealing with an angry boss can take a toll on your well-being. It’s essential to prioritize self-care during such challenging times. Whether it’s taking short breaks, practicing mindfulness, or seeking support from colleagues, maintaining your mental and emotional health is crucial for navigating the storm.

 

Know When to Seek Help:

If the anger from your boss becomes excessive or abusive, it’s important to know when to seek help. Human resources or a supervisor higher up in the hierarchy can provide assistance and mediate the situation. Everyone deserves a healthy and respectful work environment, and there are channels in place to address any concerns.

 

Navigating the challenges of an angry boss requires a combination of understanding, communication, and resilience. By approaching the situation with a level head, seeking solutions, and prioritizing self-care, you can weather the storm and foster a more positive and constructive work environment. Remember, it’s not about avoiding conflict but finding constructive ways to address and resolve it.

 

Feel free to reach out for support and training. As consultants and trainers committed to cultivating positive work environments, we comprehend the complexities of handling an irate boss. Hence, we provide tailored coaching and training initiatives to empower employees and leaders in confidently and professionally navigating such challenging circumstances.

Contact us to discover how we can assist you in managing a challenging relationship with your supervisor and fostering a more wholesome workplace atmosphere. Approach challenging scenarios with assurance and professionalism, contributing to the cultivation of a more favorable work environment for all.

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When Intersectionality and Toxic Behavior Intersect

We often discuss how various aspects of who we are, like our race, gender, and other things, can impact how we experience the diverse workplace today. We call this intersectionality. However, when the profound concept of intersectionality collides with toxic behavior, it creates a troubling crossroads that requires our attention and action. 

 

Understanding Intersectionality

Intersectionality is a term coined by Kimberlé Crenshaw, a legal scholar, to describe how different parts of who we are, like our race, gender, and more, are all connected. Rather than looking at these parts separately, intersectionality recognizes that individuals can face unique challenges and discrimination when these identities overlap. 

For instance, think about a South Korean woman who moved to the United States as a first-generation immigrant. She faces a unique set of challenges and opportunities that result from her intersecting identities as both a woman and an immigrant. She may experience discrimination related to her gender and ethnicity, as well as potential language barriers and cultural differences due to her immigrant status. 

In this case, her experience is not solely about being a woman or an immigrant but is deeply influenced by the intersection of these two aspects of her identity.

Here’s a more in-depth explanation of intersectionality:

 

Legal and Social Justice

Crenshaw initially developed the concept of intersectionality to address the limitations of legal and social justice frameworks. Traditional approaches didn’t do a good job of helping people who were being treated unfairly because of more than one part of who they are. Intersectionality is a tool for addressing these gaps in understanding and advocating for justice. 

 

Recognition of Marginalization

Intersectionality is particularly valuable in highlighting the experiences of individuals who hold multiple marginalized identities. These individuals may face more profound forms of discrimination or may be overlooked by movements or policies that focus on only one dimension of their identity.

This means that intersectionality helps us understand and address the struggles of those who are dealing with multiple forms of discrimination.

 

Inclusive Advocacy

Intersectionality is crucial for creating inclusive advocacy and policy. It prompts us to consider how policies, laws, and social movements can be more effective when they take into account the diverse and intersecting experiences of people.

 

The Intersection of Toxic Behavior

Toxic behavior encompasses a range of negative actions, from microaggressions and discrimination to harassment and bullying. When toxic behavior intersects with intersectionality, it often manifests as discrimination or mistreatment based on multiple aspects of one’s identity. 

For instance, a transgender person of color may face discrimination that is both racially and gender-based, creating a particularly difficult situation.

 

When Intersectionality and Toxic Behavior Intersect Webinar

As a team dedicated to fostering positive workplaces, we often receive questions about intersectionality. Just a couple of months ago, we hosted a webinar titled “Dealing With Toxic People at Work,” where we discovered that many attendees were curious about how intersectionality connects with toxic behavior, particularly in the context of race, sex, and gender.

Your feedback matters to us, and we’ve listened. That’s why we’re thrilled to announce that we’re hosting a free webinar focused on this very subject. Join us on November 29th at 10 am Pacific Time, where we’ll have expert panelists discussing this crucial topic.

You can find additional information and register on our event page. Plus, by participating, you’ll earn 1 SHRM PDC, making this a valuable opportunity you won’t want to miss!

PS: We are so glad to announce that we have been named “Best Organizational Assessments HR Consultancy 2023 – California” on the fifth annual Corporate Coaching and Recruitment Awards by Corporate Vision!

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Ten Ways to Practice Self-Care at Work

Do you often find yourself stuck in a never-ending loop of deadlines, meetings, and tasks? The pressure to do well at your job can be really intense. But it’s crucial to remember that taking care of your physical, mental, and emotional health should come before anything else. After all, you can’t be effective at work if you’re feeling sick, completely drained, or anxious.

If your workplace has plenty of stressors and you’re always too busy to relax, it can leave you feeling exhausted and make it even harder to stay focused on your work. In fact, a survey found that 67% of Americans tended to prioritize others over themselves. Interestingly, 68% of these respondents wished they had dedicated more time to taking care of themselves.

In essence,  the survey underscores the importance of self-care and suggests that many people recognize the need for it.

 

What is self-care?

When you hear the term “self-care,” you might picture things like spa days and meditation, and those can be part of it. While those are a couple common examples of self-care, practicing self-care is so much more than that. 

The fun thing about self-care is that it’s unique for each person. What helps one person might not be the same for another. Meditation works for some, while others want to work up a sweat.

For example, my teammate Cleo’s form of self-care is to spend a quiet evening with a good book, enjoying some alone time to recharge. As for me, I discover my self-care by hitting the road, seeking out adventures, breathing in the fresh air, and absorbing the beauty of my surroundings.

 

Why is self-care important for productivity in the workplace?

“People that look after themselves [and practice self-care] do have better cognitive ability. They do have better focus and they do have better concentration,” “They tend to actually produce more.” Dr. Russell Thackeray, a licensed clinical psychologist who consults on productivity.

Self-care keeps you in good physical and mental shape, and this helps you do your job well. It’s like giving your brain a break so you can think about things, come up with solutions, and understand yourself better. This way, you can be more productive at work.

 

How do I use self-care at work?

Despite the benefits of self-care, it’s not a priority for most people. Many believe they just don’t have the time. Thankfully, there are some ways to incorporate self-care into your schedule, no matter how busy you are. It’s about integrating self-care practices into your daily work routine. Here are some strategies to start with:

 

1) Take short breaks

Take short breaks throughout your busy workday, even if it’s just a few minutes. Use this time to stretch your limbs, walk around, or engage in some calming deep breathing exercises. These brief interludes provide an opportunity for you to recharge, both physically and mentally. 

You’d be surprised how these tiny pauses can work wonders, not only in boosting your productivity but also in how you feel during your workday.

 

2) Stay hydrated

Staying hydrated isn’t just beneficial for your body; it can also work wonders for your focus and alertness. Research indeed indicates that even mild dehydration, defined as a body water loss of just 1-2%, can have a notable negative impact on cognitive performance. This means that staying properly hydrated is not only essential for your physical health but also for maintaining optimal cognitive function.

Make sure to drink enough water throughout the day to give your mind the boost it needs to stay sharp and attentive. It’s a simple yet powerful way to keep both your body and mind in top form.

 

3) Do desk exercises

Incorporate simple exercises that can be done at your desk, like leg lifts, neck stretches, or shoulder rolls. This can help prevent muscle tension. Plus, they’re a fantastic way to break up the monotony of the workday and keep your body feeling relaxed and supple. Give it a try; your body will thank you!

 

4) Organize your space

Maintaining an organized and clutter-free workspace has numerous benefits. Not only does it make it easier to focus on your tasks without distractions, but statistics also show that a clean workspace can increase employee motivation by a significant 84%. This not only reduces stress but also contributes to a more pleasant and productive work environment. 

 

5) Keep healthy snacks

Choosing the right snacks can have a significant impact on your health and energy levels. If you’re considering potato chips, donuts, or a slice of cake, well, they might not be the best choice. On the other hand, reaching for healthy snacks like nuts, fruits, and chia pudding can work wonders for teamwork efficiency. After all, a nutritious snack can provide that much-needed boost to help you refocus and power through your remaining tasks in those later hours of the day.

 

6) Set boundaries

Learning to say no when it’s necessary is a crucial skill for maintaining your well-being as it is a game-changer when it comes to preventing overextension and the feeling of being overwhelmed. 

By respectfully declining tasks or commitments that would stretch you too thin, you’re not only safeguarding your mental and emotional health but also ensuring that you can focus your energy on the things that matter most to you. 

As a leader, it’s essential to create a psychologically safe environment within your organization. It’s one of the most crucial things you can do to foster a workplace where your employees feel comfortable setting boundaries.

 

7) Detox from digital devices

Take short breaks from your electronic devices. A few minutes without screens can help reduce eye strain and mental fatigue.

I’ve personally found this to be really effective because it helps me recharge and reduces my stress levels. Stepping away from the screen, even for a brief moment, makes a world of difference in my ability to focus.

 

8) Listen to music or nature sounds

Music is a universal language that can speak to people on different levels. Consider using headphones to listen to soothing music or nature sounds. It’s a simple yet effective way to relax and reduce stress during your workday. 

 

9) Talk positively to yourself

Remember to be mindful of your self-talk, the way you speak to yourself, and the thoughts that run through your mind. The way you treat yourself mentally is just as important as how you care for your physical well-being. 

 

10) Spend quality time with people

Our social connections have a remarkable ability to uplift us. It’s worth noting that even if you’re not naturally extroverted, spending quality time with your support system can be a powerful way to recharge and boost your well-being. The people who care about you can provide the emotional support and connection that are essential for your mental and emotional health.

 

To sum it up,

Self-care doesn’t have to take up a lot of time or money. In fact, it works best when you focus on quick, simple self-care activities rather than doing big and infrequent things. Self-care should actually reduce stress, not add to it.

Additionally, as a leader, it becomes increasingly important that your employees feel comfortable making these healthy changes. Make sure you foster an environment where these activities are welcomed and encouraged. One way to do this is to conduct a climate assessment so you can ensure your culture fosters open communication and encourages healthy habits.

The journey to better self-care and a more supportive workplace starts with you. Make these small changes today and create a healthier, happier work environment.

Whether you’re an organizational leader or an employee working from home, self care at work doesn’t have to be complicated or time consuming! Also, check out our training programs and we’ll develop custom learning that fits your organization’s needs.

 

 

P.S. We’re excited to let you know that we’re hosting a free event featuring a panel of experts discussing  “When Intersectionality and Toxic Behavior Intersect: Managing Toxic Behavior as it Relates to Race, Sex, and Gender” on November 29th at 10am PST. This is a fantastic opportunity to dive into this crucial topic and gain valuable insights. Be sure to visit our registration page and share it with anyone who could benefit from this event! 

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What Indicators Help in Identifying Low Performers on Your Team?

Every successful team depends on its members to contribute effectively and work together cohesively. As a manager or team leader, it is important to make sure that your team is working effectively and efficiently. Every team should have people who do their job that lives up to the company’s standards of quality work. However, no team is perfect. There are some instances where team members may be underperforming for whatever reason. Identifying low performers is an essential task for any team leader or manager.  How to spot underperforming team members? Let us discuss these five indicators. Consistency ConcernsLow performers often show inconsistencies in their work. This means they might excel one day and fall short the next. Keep an eye on team members who frequently miss deadlines, deliver quality work, or prove to be unreliable in their tasks. Inconsistent performance is a sign of underperformance.  Engagement LevelsEngaged team members tend to be more productive and motivated. Keep an eye out for signs of them not being excited or interested in their work. Everyone has off days but if it happens more often than not, it’s important to address this issue with them and hear their side in order to provide suitable help. Engaged employees actively contribute to the team’s success, so disengagement can be a red flag. Communication Good communication is vital in any workplace. Under performers team members may struggle to communicate effectively, like not responding to messages or giving unclear instructions. Lack of good communicate is not good for the team and it can affect the work chemistry in a negative way. Goal StrugglesThe ability to set and achieve goals is a fundamental aspect of any job. Low-performing team members often struggle to meet their targets or lack the motivation to work toward them. If you consistently observe a lack of progress towards set goals, it’s time to investigate further. Negative AttitudeNegativity within a team can be contagious and detrimental to overall performance. Team members who consistently display a negative attitude may be affecting the team’s morale and collaboration. A negative outlook can hinder the team’s ability to work together effectively. Recognizing these five indicators can help you identify low performers on your team and take necessary steps to address the issue. Early intervention is crucial for supporting struggling team members and preventing potential issues from affecting team productivity and overall success. By offering guidance, constructive feedback, and opportunities for improvement, you can help low performers get back on track and contribute positively to the team’s efforts. In this episode of “Catherine’s Corner,” we’re diving into a very important topic: “How Our Feelings Affect How We Work in the Modern World.” Catherine is having an interesting chat with Petra Velzeboer, who knows a lot about this stuff. They’re talking about how our feelings, or mental health, can make a big difference in how we do our jobs, especially in today’s changing work world. This episode helps us understand how our feelings can help or hurt our success at work. 

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Why Money Can’t Buy Employee Engagement

Right after I wrapped up my university degree, I was super excited to dive into my career. But let me tell you, it was no walk in the park trying to land my very first job. Finding a job, especially in my hometown, was a real challenge. After a whole lot of searching, I finally scored a full time job at an optical clinic.

I worked really hard and did a great job, even better than anyone else in my position had ever done in our area. At first, going to work every day was exciting. But as time passed, I started to see a lot of negativity at work. 

This mostly came from the doctors I worked with. They were mean, they are aggressive communicators, and they make hurtful jokes about my body a lot. 

I tried to talk to my manager about it, hoping we could fix the problems at work. But to my dismay, she told me, “You are just too sensitive. Just deal with it.”

The doctors knew about this and it elevated the toxicity even more.

So, I had a tough choice to make. My first option was to leave. But that would mean I had to go through the difficulties of job searching again. My second option is to stay, but that means I have to deal with a toxic work environment for a long time.

I felt unhappy and disengaged. I didn’t do my job well, and I even started coming to work late and sometimes going on leave without notice. Finally, I got the courage to talk again to my manager and tell her I wanted to leave the company.

When she told the higher-ups about it, they really didn’t want me to go. They offered me a promotion, more incentives, and a different place to work so I wouldn’t have to work with the doctors I worked with.

But, I said no. This was a big moment in my career, and it taught me something important: you can’t buy employee engagement. Ever.

 

So, what did I learn from all of this?

Employee engagement is a big concept with a lot of parts, but most of them are not about money. Even though you get paid for your job, that doesn’t make you like it or be excited about it.

Paying people fairly for their work is important, but true engagement is about more. It happens when the workplace has a great culture and people talk to each other with respect and care about each other genuinely.

Offering gifts, incentives, or even higher pay won’t solve the fundamental issues in your company’s culture. It’s perfectly fine to have enjoyable events and pay your employees well, but if you only use quick band-aids to make your employees happy, it won’t work (and might even make things worse). 

You need to earn your employees’ engagement.

 

Ways to engage your employees

 Here are a few ways you can boost employee engagement:

 

Inspire them

It’s really important to make sure your team members understand how their roles fit into the whole picture of your organization. So, take a moment to explain how their work directly helps achieve your company’s goals and mission. When people see how their efforts make a positive impact, it tends to get them more motivated and excited about what they’re doing!

 

Foster psychological safety

You want to create an environment where your team members feel comfortable sharing their thoughts, concerns, and feedback. It’s all about making sure they know there won’t be any negative consequences for speaking up. 

And here’s the thing, listening is key to making this work. When your employees open up and share their perspectives, it’s crucial to be an active listener. Respond with empathy and constructive feedback to show that you truly value their input. 

Employees who feel their voice is heard are 4.6 times more likely to perform their best work!

 

Recognize and appreciate them

You know, it’s so important to regularly acknowledge and appreciate your employees’ hard work and accomplishments. Sometimes, a simple “thank you” or some public recognition can really boost morale and motivation. It’s crucial to show your gratitude and highlight their contributions!

 

Care for them

Truly caring about your employees’ well-being, both at work and in their personal lives, is incredibly important. 

Here at Civility Partners, we’ve adopted a holistic approach. We start by talking about how we’re doing personally and in our roles before jumping into work-related stuff. This approach helps us build stronger relationships and emphasizes that our team members are valued not just for their job performance but as individuals with unique needs and aspirations.

 

Resolve issues 

Addressing issues and concerns, even the uncomfortable ones, is absolutely essential for maintaining a healthy and respectful work environment. You need to nip negative behavior in the bud.

To help you deal with these situations, here’s a blog post we recently published for Workplace Bullying Awareness Week. It’s packed with valuable strategies to help you address these issues effectively.

It’s crucial to foster an upstander culture within your organization. Be an ally and step up to have those essential conversations. To make it easier, I’ve included some scripts to guide you.

 

Positive work culture 

Building employee engagement requires a multifaceted and ongoing effort rooted in a healthy work culture across the entire organization. It’s a combination of several key elements, including:

Employee wellness programsEffective onboarding processesAuthentic mission statementsCore values that serve as the organization’s guiding principlesHolding people accountable for their behavior through performance managementThe consistent practice of positive behaviors

Dive deeper into “Creating a Positive and Healthy Work Environment” by checking out Catherine’s LinkedIn Learning course on the topic!

 

ROI of employee engagement

Employee turnover can be a real budget drainer, but the smart move is to invest in your company culture, and here’s why:

According to a Gallup study, highly engaged organizations can see a whopping 18% higher revenue per employee. What’s more, business units with highly engaged teams can drive a 21% increase in profitability for the employer!

And that’s not all. Companies with a strong corporate culture report revenues that are four times higher. Human Resource professionals need to work closely with organizational leaders, and develop strategic plans to help it grow and be successful.

Leaders should always keep in mind that employee engagement plays a significant role in the overall success of the organization. After all, your people are your most valuable assets. It’s vital to ensure they’re thriving, engaged, and happy for the benefit of everyone involved.

Let us know how we can help you and your organization. You know where to find us. 🙂 

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Is It Unprofessional to Show Your Human Side at Work?

In the fast-paced world of modern workplaces, people have often thought that acting professional means not showing too much emotion or getting too attached to things. Employees are expected to act like they’re always super focused and calm, and they don’t have much chance to show their regular, human feelings. But is this traditional definition of professionalism still relevant in today’s evolving workplace? Many argue that there’s an increasing need to redefine professionalism to make room for authenticity and emotional intelligence.

Studies suggest that being more human at work can actually lead to increased productivity, job satisfaction, and creativity.

So, why are we still so afraid to let our true selves show in the workplace?

Let’s explore why being more human at work is not unprofessional, but actually essential.

 

Authenticity fosters trust and collaboration.

We’ve all been in a workplace where we can’t trust our colleagues. Whether it’s because we suspect they’re hiding something from us or pretending to be someone they’re not – a lack of trust can be incredibly detrimental to teamwork and collaboration. By being more authentic and human at work, you can foster a sense of trust with your colleagues. When you show vulnerability and connect with others on a personal level, you break down barriers, and people are more likely to trust you. This, in turn, leads to more productive and effective working relationships.

 

Embracing emotions can lead to better problem-solving.

For years, we’ve been told to leave our emotions at the door when we come to work. Still, human beings are inherently emotional creatures, and it’s impossible to shut off our feelings entirely. Instead of trying to ignore or suppress our emotions, what if we embrace them? Studies show that emotions can be critical to good decision making and problem-solving. By acknowledging and addressing our emotions, we can tap into our intuition and work through problems more effectively than if we try to override our natural emotional responses.

 

Vulnerability and empathy can create a more positive work environment.

Creating a positive work environment is essential for maintaining morale, engagement, and overall productivity. However, many of the so-called “professional” modes of working and communicating often undermine this goal by promoting a culture of competition and individualism. One way to counteract this negative tendency is by bringing empathy and vulnerability to the workplace. By taking the time to connect with our colleagues and understand their feelings and perspectives, we can create a more supportive and collaborative environment where everyone feels valued and heard.

 

Creativity thrives on authenticity.

Gone are the days where simply clocking in and putting in your eight hours are enough to get by in the modern workplace. Today, companies are looking for employees who can bring creativity and innovation to the table. However, being creative isn’t just about having bold ideas; it’s also about being able to connect with others, think outside the box, and approach problems from multiple angles. Authenticity and humanity can be a driving force behind creativity in the workplace by allowing us to tap into our unique perspectives to drive innovation.

 

Being more human can enhance your own well-being.

Finally, being more human at work can actually enhance our own sense of well-being. When we’re constantly trying to suppress or hide our true selves, we’re more likely to experience stress, anxiety, and burnout. However, when we allow ourselves to be authentic and vulnerable, we can experience a greater sense of fulfillment, connection, and purpose. When we feel like our work aligns with our personal values and passions, it’s much easier to sustain our energy and motivation in the long term.

 

So, is being more human at work unprofessional? Absolutely not. In fact, striving for authentic connections and vulnerability can help foster better relationships with colleagues, improve creativity, and even boost our own sense of well-being. Being human in the workplace ultimately means showing compassion, empathy, and authenticity – not just for the good of the company, but for our own personal and professional growth as well. This qualities go beyond the traditional definition of professionalism.

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