Catherine Mattice's Blog, page 11

Prevent Workplace Bullying Before It Starts

Did you know that every third week of October is Workplace Bullying Awareness Week? It is a week to be daring and bold. This week is all about breaking the silence and shame that often surround this problem.

In a perfect work setting, it should be a place where every employee feels safe, respected, and empowered to do their best. However, reality often falls short of this ideal.

Workplace bullying is a troubling and widespread issue that can seriously harm both the well-being of employees and the overall effectiveness of a business. 

Whether you’re an employer wanting to create a positive work environment or an employee who cares about their colleagues’ well-being, the first step toward achieving a healthy and productive workplace is to take a proactive approach. This means working to prevent workplace bullying before it even begins.

 

What is workplace bullying?

In the words of our CEO, Catherine Mattice, workplace bullying refers to toxic behaviors that occur within a professional or work-related environment. 

It involves actions or behaviors intended to intimidate, degrade, undermine, or harm a person emotionally, psychologically, or physically. Workplace bullying can take various forms, including verbal, non-verbal, psychological, and sometimes even physical abuse.

Workplace bullying refers to a pattern of persistent, harmful, and unwelcome behavior directed at an individual or a group of employees in a work setting. 

Fun fact: Catherine is a subject matter expert in workplace bullying, and has been researching, publishing, and speaking since 2005 when she began studying it in graduate school – due to her personal experience dealing with a person with bullying behaviors!

 

What does workplace bullying look like?

Workplace bullying takes various forms, and it’s crucial to recognize its diverse manifestations. This behavior can manifest as colleagues launching personal attacks on a coworker’s appearance, background, or personal life, hurling hurtful comments or jokes that are entirely unrelated to the task at hand.

Alternatively, a coworker may resort to aggressive body language, intense glares, or physical intimidation to create an atmosphere of fear and discomfort for their colleague.

In some cases, a manager might employ manipulative tactics, offering vague or conflicting instructions, purposefully setting employees up for failure, and then unjustly placing the blame on them.

Verbal threats or hostile gestures, such as yelling or aggressive body language during disagreements or conflicts, are also indicative of workplace bullying among colleagues.

In this digital age, workplace bullying can extend into the virtual realm. It includes sending offensive emails or messages, creating demeaning memes or posts, or harassing a coworker through social media platforms.

These are just some examples. Any behavior that causes harm is considered toxic, and it’s like the fuel that powers the engine of workplace bullying. Here’s a replay to the recent webinar we conducted on Dealing with Toxic People at Work.

 

Effects of Workplace Bullying

Workplace bullying and harassment can wreak havoc on so many levels – it’s not just about individuals, but also about the well-being of families, communities, and even entire organizations. The impact on organizations, in particular, makes a compelling case for employers to take action against workplace bullying.

Let’s take a closer look at what happens within organizations when bullying goes unchecked. You’ll see increased turnover, more employees calling in sick, higher healthcare costs, legal battles, accidents on the job, and even the scary prospect of workplace violence.

In fact, according to a literature review by SHRM in 2019, the cost of turnover linked to workplace culture issues reached a whopping $223 billion over the past 5 years. That’s a staggering number! And that’s not even the whole story; there are individual costs too.

For instance, research on “Psychological Medicine” revealed that workplace bullying is not just bad for your mental health, it can also increase your risk of developing cardiovascular problems and lead to extended sick leaves. 

Aside from psychological, emotional, and physical health effects, targets of workplace bullying can experience social and interpersonal effects, too.

 

Prevent Workplace Bullying Before It Starts

Here are some of the ways we can prevent workplace bullying before it starts

Promote a Culture of Respect and Inclusion

Creating a workplace that’s free from bullying really comes down to building a culture of respect and inclusion. And guess where it should start? Right at the top, with leaders and managers leading the way.

Encourage open communication, make active listening a priority, and foster empathy within the entire organization. When employees feel valued and respected, they are less likely to engage in bullying behavior.

Now, if you’re a leader, it’s always good to do a quick self-check. Ask yourself, “Does my management style inadvertently contribute to workplace bullying?” You can even take our assessment to get some insights. It’s all about continuous improvement and making sure your leadership style sets the right tone for a respectful workplace.

 

Establish Clear Policies and Procedures

You need a solid reporting system that’s safe and confidential. Employees should feel psychologically safe and know that they can report incidents without fear of retaliation.

Now, to really set the ground rules, you’ve got to have crystal-clear anti-bullying policies and procedures. Make sure they’re easy to access for everyone, and ensure that every employee knows what’s expected of them. This should include: 

What bullying behavior looks likeHow to report itConsequences for those who engage in it. This may include: disciplinary actions, retraining, or, in severe cases, termination.

 

Learning and Development

It’s important to understand that not every workplace conflict is necessarily bullying, but if you just let it simmer, things can get pretty ugly. So, what can you do? Encourage your team to deal with conflicts in a constructive way. Mediation and conflict resolution training programs can work wonders in these situations. 

You can organize training programs to help your employees recognize bullying when they see it, understand its impact, and teach them how to respond in the right way. Plus, it’s not just about preventing bullying, it’s also a fantastic way to nurture a healthier and more positive work culture!

Now, here’s a cool idea: encourage everyone to be “upstanders.” If you’re not quite sure what that means or how to become one, you should definitely check out Catherine’s TEDx talk about this topic. She’s got some fantastic tips on transitioning from a bystander to an upstander, and it can truly make a big impact.

Oh, and by the way, she’s also got a Bystander Training: From Bystander to Upstander course on LinkedIn Learning, which is worth looking into if you want to dive even deeper into this important topic.

 

Monitor and Evaluate

Keep an eye on your workplace environment regularly. Look for any signs or patterns of behavior that may lead to bullying. You could even get your employees involved by conducting climate assessments to see how they perceive the workplace culture and how well your anti-bullying measures are working.

This feedback is like gold. You can use it to make the necessary improvements and stay in tune with your employees’ sentiments. 

Remember that preventing bullying is not only ethically important but also essential for a healthy and productive work environment.

Let’s use this awareness week as a launchpad to encourage year-round awareness and action. Let’s work together to make this a reality, not just for one week, but for all 365 days of the year!

The post Prevent Workplace Bullying Before It Starts appeared first on Civility Partners.

How Does a Lack of Psychological Safety Impact Your Workplace?

We’ve all been in situations where we’ve felt uncomfortable speaking up, asking for help, or even sharing our opinions. Unfortunately, this is all too common in today’s work culture, where people may not feel confident in their ability to express themselves without fear of retribution. 

The term “psychological safety” has been introduced in recent years to describe a work environment that cultivates trust, respect and open communication. But what happens when psychological safety is lacking in the workplace? 

We’ll explore what can happen when workplaces don’t prioritize psychological safety.

 

Decreased trust and collaboration

Research shows that building trust among people in organizations takes a considerable amount of time. Practically everything we do at work is a collaboration. Many people spent 85% or more of their time each week in collaborative work.

A lack of psychological safety can lead to employees feeling hesitant to collaborate with their coworkers. When these feelings of mistrust increase, team members may stop seeking out collaboration or sharing their ideas altogether. This can lead to silos and a lack of innovation within the organization.

 

Higher levels of stress and burnout

According to the World Health Organization, burnout happens when you’re really stressed at work and can’t handle it well. It has three main signs: feeling extremely tired, not liking your job, and not doing well at work.

When employees don’t feel psychologically safe, they may feel like they’re walking on eggshells around their colleagues. This can lead to an increase in stress and anxiety levels, which can ultimately lead to burnout. When people don’t feel like they can speak up to get the help they need or share their concerns with their colleagues, their mental health can suffer, which can ultimately affect their performance and productivity.

 

Decreased productivity and innovation

Businesses that don’t focus on coming up with new ideas are at risk of falling behind in their industry. They might miss out on chances to grow and be successful. When a company doesn’t innovate, it leads to less work getting done, fewer customers being interested, and eventually, making less money.

In order to drive innovation and creativity, employees need to feel safe enough to share their thoughts and ideas. Organizations that don’t prioritize psychological safety may miss out on critical feedback and suggestions for improving their products or services. When people don’t feel comfortable sharing their opinions or asking for help, it slows down progress and can lead to missed opportunities.

 

Higher rates of turnover

Having a lot of employees leaving your company is very expensive. We know that how much your employees care about their job has a big effect on this. According to Gallup, only 36% of workers in the United States are really into their work. If businesses want to keep their employees from leaving, they need to focus on keeping them interested and motivated.

Employees who are not interested in their work cost the U.S. a lot of money, around $450 billion to $550 billion every year. This is because they don’t work as well as the ones who are engaged, and they’re not really putting in their best effort.

When people don’t feel like they can be themselves at work, they may start to look for opportunities elsewhere. Without a culture of psychological safety, employees may feel undervalued, unheard, and ultimately, unappreciated. This can lead to higher turnover rates, which can be costly for organizations in terms of time, resources, and talent retention.

 

Decreased customer satisfaction

Finally, organizations that lack psychological safety may ultimately suffer in terms of customer satisfaction. Employees who don’t feel comfortable sharing their thoughts and ideas may not be able to provide the level of service or support that customers expect. This can lead to negative reviews, lower customer retention rates, and ultimately, a loss of business.

Happy employees contribute to happy customers. When employees are content, they’re more likely to help customers with a friendly attitude and top-notch service. This leads to a better customer experience, boosts customer loyalty, and ultimately increases profits.

 

It’s clear that psychological safety is a critical component of a healthy work environment. When people feel safe enough to be themselves, share their ideas, and collaborate freely, organizations can thrive. On the other hand, when psychological safety is lacking, it can lead to a range of negative outcomes, including decreased trust and collaboration, higher levels of stress and burnout, decreased productivity and innovation, higher rates of turnover, and decreased customer satisfaction. It’s up to leaders and organizations to prioritize psychological safety and create a culture where everyone feels valued, heard, and supported.

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Gen Z at Work: Their Expectations and How to Meet Them

Have you come across terms like “rizz,” “no cap,” “it’s giving,” or “lit” lately? Well, these are the words popularized by Generation Z. As a Gen Z myself, I find myself using these phrases not only in my daily life but also in my professional endeavors.

It’s an exciting time for businesses and organizations as the new generation steps into the workforce. Gen Z’s unique upbringing, technological prowess, and distinct values bring a fresh perspective to the professional world. Gen Z currently makes up 30 percent of the world’s population and is expected to account for 27 percent of the workforce by 2025.

Back in the day, Baby Boomers were all about having job security. Generation X aimed for a balance between work and life while trying to move ahead in their careers. Nowadays, Millennials and Generation Z look for companies that do the right thing and go for ones that create a positive work culture.

Here’s an interesting fact from research: it keeps showing that young folks today aren’t all that different from young folks in the past. It’s mainly about how people in their twenties see things compared to those in their sixties. So, what Gen Z wants isn’t too different from what the older generations desired. It’s like giving an old favorite song a modern twist!

 

Understanding Gen Z

First off, let’s get to know the Gen Z workforce. Born between 1997 and 2012, they are the most diverse generation yet. According to Roberta Katz, a researcher from the University of Oxford, “a typical Gen Zer is a self-driver who deeply cares about others, strives for a diverse community, is highly collaborative and social, values flexibility, relevance, authenticity and non-hierarchical leadership.” 

According to McKinsey, Gen Z’s identity has been shaped by four key factors: The digital age, climate anxiety, the COVID-19 pandemic, and the rapidly shifting financial landscape.

 

What does Gen Z want from their careers?

To gain insight into what Gen Z wants from their careers, we must delve into their values, expectations, and motivations. 

 

Technology-Centric Environment

Being born in the digital age, Gen Z expects modern technology tools and platforms in the workplace to enhance productivity. Because of Gen Zs’ comfort with technology and apps, they’ll be most likely to make the best use of new tools.

It’s evident that the future of work is undeniably tech-driven, and Gen Z is at the forefront of this transformation!

 

Work Flexibility

Gen Z values work-life balance more than ever. They truly value the flexibility of working hours, the option to work remotely, and the freedom to customize their work schedules to align with their personal lives. 

Gen Zers are enthusiastic about having the independence to manage their work hours and often look for opportunities that offer remote or hybrid work setups. Achieving harmony between their professional and personal lives is a significant factor that shapes their career choices.

 

Positive Work Culture

Numerous studies have consistently shown that Gen Zers prioritize employers who foster a positive and inclusive work culture above all else. For them, a warm and supportive workplace is more valuable than a job with a high salary.

What’s even more impressive is that 83% of Gen Zers are inclined to stay with an employer that actively promotes diversity and inclusion. This generation places a deep emphasis on nurturing equality, fairness, and representation within their workplaces. 

Check out our DEI Terminology Cheat Sheet here. Companies that make these principles a central focus are not only better positioned to attract Gen Z talent but also retain it.

 

Mental Health and Well-being

Gen Z places a tremendous emphasis on mental health and well-being. They’ve observed the impact of burnout and stress on older generations and are committed to making their mental well-being a priority right from the beginning of their careers.

In fact, according to SHRM research, 61% of Generation Z respondents stated that they would strongly contemplate leaving their current job if presented with a new opportunity that offered significantly better mental health benefits.

 

Engaging with Gen Z employees

Do you know how your workforce truly feels? One effective way to uncover their sentiments is by conducting a climate assessment. 

They help you understand not only the concerns and obstacles, but also how they impact productivity, performance, and relationships within your organization. By addressing these issues, you can foster a more engaged and productive workforce, catering to the needs and concerns of all, including Gen Z.

 

Promote Learning and Development

Gen Z have an innate passion for learning. This presents an exciting opportunity for organizations to create an environment that fosters continuous learning within the workplace.

To cater to their eagerness to learn and advance in their careers, it’s essential to grant employees access to training and development programs. These initiatives enable them to acquire new skills and remain competitive in the ever-evolving job market. 

Establishing mentorship programs, where Gen Z employees can glean wisdom from seasoned colleagues, not only helps them navigate the intricacies of the workplace but also fuels their professional growth.

 

Provide Timely Feedback

Providing timely feedback means offering constructive comments and praise promptly after observing an employee’s performance or behavior. It will keep them in the loop about how they’re doing and where they can shine even brighter. 

Gen Z employees are more likely to engage fully when they understand how their work contributes to the organization’s larger objectives.

If you’re a new manager, it can be challenging to do so. Luckily, our CEO, Catherine Mattice’s newly launched Coursera course: Managing Employee Performance for New Managers, will give you insight into giving timely feedback.

 

Proactively Create a Positive Work Culture

Show your commitment to creating a workplace where everyone feels valued, respected, and heard. These values are at the core of Gen Z’s passions, and a positive culture aligned with these principles will deeply resonate with them. 

So, how about we partner to enhance your team culture and attract top talent? Leveraging our expertise, we’ll collaborate with you to craft a workplace culture that not only appeals to Gen Z but also welcomes individuals from diverse backgrounds and generations, catering to the diverse talent your team needs.

Here’s a freebie for you, our: Employee Engagement Doesn’t Have To Be A Mystery Ebook!

The post Gen Z at Work: Their Expectations and How to Meet Them appeared first on Civility Partners.

Inclusivity in Leadership

Hello there, fellow leaders and change makers!

In a world that’s more interconnected than ever before, embracing diversity and fostering an inclusive work environment isn’t just a nice-to-have; it’s a must-do. So, grab your virtual toolkit and let’s explore the three priorities of inclusive leaders.

Inclusive leadership is one of the most critical elements in today’s workplace diversity, equity, and inclusion initiatives. It entails fostering a work environment where everyone feels respected, valued, and included, regardless of their race, gender, age, sexual orientation, disability status, or any other characteristic. Inclusive leaders lead with empathy, encourage communication, and promote collaboration in the workplace. 

 

The top priorities of inclusive leaders and why they’re crucial for creating a positive work culture.

These priorities are crucial for creating a positive work culture because they foster an environment where employees feel valued, respected, and included.

 

Embrace diversity

Inclusive leaders understand that diversity is not just a buzzword but an essential aspect of their organization’s success. They recognize that having a diverse workforce brings different perspectives, experiences, and skills that enhance creativity and innovation. Inclusive leaders actively seek different viewpoints, welcome feedback, and promote open dialogue to foster a culture of inclusivity. They encourage employees to bring their whole selves to work and value different cultural backgrounds, personalities, and perspectives.

 

Foster a culture of belonging

Inclusive leaders create a culture where everyone feels welcomed, heard, respected, and valued. They promote an environment where employees have a sense of ownership and belonging, and diversity is celebrated. Diversity and inclusion are not just HR initiatives; they’re cultural beliefs and values that require a sustained effort. Inclusive leaders ensure their employees have access to opportunities for growth and development, participate in decision-making processes, and have equal access to resources.

 

Lead with empathy

Inclusive leaders recognize that everyone has a unique set of circumstances and experiences. They lead with empathy, compassion and recognize that employees bring a whole set of emotions and experiences to work. They are aware of the emotional impact of social and political issues on their employees’ lives and support and them accordingly. Inclusive leaders prioritize building relationships with their employees, using active listening, and showing genuine interest in their wellbeing.

 

Coaching for Growth

Inclusive leaders understand that coaching is not just a tool for performance improvement but a means to foster personal and professional growth within their teams. Effective coaching involves providing constructive feedback, setting clear goals, and offering guidance and support. When leaders embrace coaching as a central part of their leadership approach, they empower their team members to reach their full potential. This not only builds trust but also creates a culture of continuous learning and development.

Show your commitment to inclusion through your everyday choices. Make unbiased decisions, promote fairness, and stand up against discrimination. When your team sees you walking the talk, they will develop the trust in you and they’ll be inspired to do the same.

But remember, it’s not a one-and-done deal. Inclusivity is an ongoing journey. It’s about continuous learning and growth. Stay open to feedback, adapt to the changing landscape, and always strive to be a better, more inclusive leader.

Inclusive leadership is more than just a leadership style, but a way of life for leaders committed to creating a positive work environment. Inclusive leaders embrace diversity, foster a culture of belonging, and lead with empathy. They recognize that an inclusive work culture attracts diverse talent, enhances engagement, and drives performance. As we strive for a more equitable and inclusive workplace, it’s essential that leaders prioritize inclusive leadership and lead by example. By doing this, we can create work cultures where everyone thrives, regardless of their differences.

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Your Guide to Mastering Time Management

Do you ever find yourself in that all-too-familiar situation of juggling different tasks at work, feeling like you’re on a never-ending rollercoaster of meetings, deadlines, emails, and projects? It’s a scenario we can all relate to. The demands on time just seem to keep piling up.

The key to thriving in this work environment lies in mastering time management—a skill that can be your ticket to achieving greater productivity, reducing stress, and ultimately reclaiming control over your workday. 

 

Mastering Time Management

Here are some strategies to make the most of your time at work.

 

Prioritize Your Tasks

One of the fundamental principles of time management is prioritization. By focusing on the most important tasks first, you can make significant strides toward greater productivity. 

A great way for me to decide which tasks I should prioritize is by using my CRM board. I put all my tasks there, mention when they’re due, label them, and sort them. This helps me see which ones I should do first. When given many tasks at once, I ask my boss, “Which one should I do first?” This way, I get a clear idea of what’s most important.

 

Set Clear Goals

You’re probably familiar with SMART goals, right? Setting SMART goals is essential for effective time management. When you’ve got them laid out, it’s easier to know where you’re headed and how to get there.

Let’s say you work in sales. Instead of aiming to increase your sales figures, set a specific goal, like “Increase monthly sales by 20%.” This clearly defined objective gives you a tangible target to work towards and allows you to allocate your time and resources more efficiently.

 

Use Time-Blocking Techniques

Time-blocking is a highly effective productivity technique that can significantly improve your daily workflow and overall efficiency. By breaking your day into distinct segments and allocating specific tasks or activities to each block, you can maximize your focus, minimize distractions, and achieve more in less time.

Instead of constantly checking your emails throughout the day, try setting aside a dedicated block of time, like from 9:00 am to 9:45 am, to clear your inbox and respond to messages. After that, you can smoothly move on to the next task on your list. 

It’s a strategy favored by successful professionals because it enhances focus and minimizes multitasking, which can be detrimental to productivity.

 

Embrace the 2-Minute Rule

The 2-Minute Rule, popularized by productivity guru David Allen, suggests that if a task can be completed in two minutes or less, do it immediately. This rule prevents small tasks from piling up and consuming more time later.

Adding the 2-Minute Rule to your daily routine can be a game-changer. It keeps your tasks in check, reduces stress, and boosts your overall productivity. Plus, it’s super simple but incredibly effective, leading to some serious improvements in how you manage your time and get things done.

 

For Managers and Supervisors

As a leader, one of the most important things you can do is maintain open and honest communication with your team. So, try asking your team members, “How’s your bandwidth?” regularly. This simple question lets them know that you care about their workload and are ready to support them, rather than just piling on more tasks.

Additionally, think about offering valuable training opportunities to your team. Research has shown that when companies invest in employee training, they can see a whopping 24% increase in productivity!

But it’s not just about talking the talk; you’ve got to walk the walk too. Lead by example by showing the importance of setting clear priorities, sticking to schedules, and respecting work-life balance. When your team sees you doing it, they’re more likely to follow suit.

Last but not least, don’t forget to create a culture of recognition and appreciation among your employees. A little acknowledgment can go a long way in boosting both productivity and job satisfaction. So, make sure to celebrate wins, both big and small, and let your team know just how much you appreciate their hard work!

Let us know how we can help you and your organization.

PS: 

We are happy to share that our CEO, Catherine Mattice, has received four Community Top Voice badges on LinkedIn in Culture Change,  Emotional Intelligence, Internal Communications, Interpersonal Skills, and Talent Management! 

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Social Media’s Impact on Work Culture

Social media has become an essential part of our daily lives, both personally and professionally. It burst onto the scene over a decade ago, and it has truly revolutionized the way we connect, work together, and do business.

What’s remarkable is that social media isn’t just about marketing; it’s like a bridge connecting businesses and their customers. But it’s more than that; it’s also reshaping the way organizations function internally and influencing the mindset of their employees.

 

Some of Social Media’s Impact on Work Culture

Of course, not all the positive outcomes can be attributed solely to social media, but when organizations get things right, you can expect to see the following fantastic effects:

 

Improved Communication and Collaboration

One of the key aspects of a healthy organizational culture is open communication. Social media platforms enable employees to connect and collaborate across geographical boundaries. Social media platforms provide a channel for leaders to engage with employees and share updates transparently.

According to McKinsey, harnessing social technologies to enhance collaboration and communication within and across companies could boost the productivity of interaction workers by an impressive 20-25%!

 

Knowledge Sharing and Learning

A strong organizational culture values learning and growth. Social media offers an excellent platform for sharing industry insights, staying updated on trends, and adopting best practices. Employees have the opportunity to follow thought leaders, become part of professional groups, and tap into a wealth of valuable resources to enrich their skill sets.

For example, LinkedIn Learning offers a vast library of courses, allowing professionals to upskill and stay relevant in their fields. Take a peek at our CEO, Catherine Mattice’s course library and you’ll discover courses that can significantly help you create respectful workplace cultures.

Also, she recently published a course on Coursera, Management Skills for New Managers. If you’re a new manager, this course is exactly for you. 

Check this course out to empower your newly appointed managers with essential skills for effective leadership and team management!.

Encouraging employees to utilize the resources offered by social technologies contributes to a culture of continuous learning.

 

Celebrating Successes

Social media can be a powerful tool for building a sense of community within an organization.   It’s a fantastic platform to not only celebrate accomplishments, big and small, but also to give a public shout-out to your amazing employees, boosting their spirits and reinforcing a culture of gratitude.

You can use it to mark birthdays, work anniversaries, and shine a spotlight on employee stories and achievements! 

In fact, according to a Gallup survey, when employees feel valued and appreciated, they tend to be more productive and engaged, which can lead to a whopping 21% increase in profitability!

 

Use Social Media Wisely

While social media brings many benefits, it’s essential for organizations to address the challenges it presents. Excessive social media use during work hours can sometimes lead to distractions, which, in turn, might affect overall productivity. 

The constant flow of information on social media platforms can sometimes overwhelm employees, potentially causing stress and burnout.

Now, don’t get us wrong; social media can indeed offer a pleasant mental break from your busy workload. However, it’s crucial to use it in moderation and with intention.

To strike the right balance, companies should consider implementing clear social media policies, offer training on responsible usage, and cultivate a culture of accountability among their teams.

If you’re interested in enhancing your workplace culture, feel free to reach out to us at Civility Partners – we’re here to help!

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Addressing Workplace Harassment: A Call for Change

Workplace harassment is a type of discrimination that harms not just the victim but also the whole workplace vibe. It can come in many forms, like hurtful words, physical harm, or unwelcome advances, and it makes the work environment feel hostile.

Yet, despite increased awareness of the issue, it remains a prevalent concern in many organizations, impacting employees at all levels. So, what needs to change, and how can we address this issue? 

 

Addressing Workplace Harassment

The first step is recognizing it. Employers and employees should know what counts as harassment, be it through words, actions, or psychological pressure. They should also understand how it can harm the victim, from hurting their work to causing emotional and physical damage. Once everyone knows how bad it is, they can spot it, report it, and prevent it.

A really good way to combat it is to make a strict rule: no harassment allowed. This rule tells everyone in the workplace that they can’t harass anyone, no matter what.

But just having this rule isn’t enough. We also need to teach people about it. So, we provide training that explains what counts as harassment, what happens if you do it, and how to report it if you see it happening.

 

Fostering Communication and Transparency

Communication and transparency are paramount. Employers should actively encourage open dialogues among employees, enabling them to voice concerns regarding harassment, discrimination, or any workplace-related issues. Moreover, when harassment incidents occur, transparency is vital in sharing details about the offense, the actions taken to address it, and the sanctions imposed. These actions will foster trust and credibility among employees, ensuring a safer work environment.

 

Promoting Diversity and Inclusion

Another strategy to combat it involves promoting diversity and inclusion in the workplace. Employers should strive to cultivate an inclusive environment where everyone feels respected and valued, regardless of their gender, race, religion, or sexual orientation. By nurturing an inclusive workplace culture, employers can discourage harassment and firmly establish that it is unwelcome in any form.

 

Harnessing Technology

Finally, technology can be harnessed to combat workplace harassment. Establishing an anonymous reporting system allows employees to confidentially report witnessed or experienced incidents. Additionally, virtual training and awareness programs, including simulations and e-learning platforms, can be utilized to educate employees about harassment and discrimination.

 

A Harassment-Free Workplace

Workplace harassment is a pervasive issue worldwide, demanding immediate attention. Employers and employees must collaboratively create a safe and inclusive work environment by recognizing it, instituting a zero-tolerance policy, promoting diversity and inclusion, fostering open communication and transparency, and leveraging technology. Only by amalgamating these efforts can we hope to construct a workplace culture free from harassment and discrimination. Let us unite in striving for this goal.

Now that we’ve explored ways to combat workplace harassment and create a safer, more inclusive environment, it’s time for action.

To further your understanding and equip yourself with the necessary tools, consider visiting our website, where we offer comprehensive training programs and resources. Together, we can make workplaces safer and more inclusive for everyone.

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5 Corporate Shortcomings for Newly Promoted Managers

If you’ve ever been promoted from the ranks of the worker bees to the lofty position of a manager, you know it’s like jumping into the deep end of the corporate swimming pool without knowing how to swim. It’s a thrilling, yet terrifying experience that can often leave you feeling like a fish out of water. And, to be honest, it’s not entirely your fault if you feel that way because some companies have shortcomings for newly promoted managers.

While climbing the corporate ladder is undoubtedly an achievement worth celebrating, many companies fail to provide adequate support and guidance to their newly minted managers. So, grab your life vest, because we’re diving into the five ways companies are failing these brave souls.

1. The Mysterious Art of Management Training

Imagine being given the keys to a spaceship without any instructions on how to fly it. That’s what it’s like for newly promoted managers when they’re not offered proper management training. Companies often assume that employees will naturally adapt to their new roles, but management is a skill that needs to be learned. Without the right training, managers are left to figure things out on their own, which can lead to some pretty comical (and not-so-effective) attempts at leadership.

2. Sink or Swim Mentality

Some companies have a “sink or swim” approach when it comes to newly promoted managers. They toss them into the management pool and hope they’ll figure it out. It’s like teaching someone to swim by pushing them into the ocean and yelling, “Good luck!” Instead of setting up managers for success, this approach sets them up for stress, frustration, and potential failure.

3. Lack of Clear Expectations

Ever tried to play a game with no rules? It’s chaotic, confusing, and usually not much fun. Similarly, when companies don’t clearly define the expectations for newly promoted managers, it’s like sending them into a game without knowing the rules. Managers need to know what success looks like in their new roles, but too often, they’re left guessing.

4. Ignoring the Human Element

Managers are not robots. They’re humans with feelings, strengths, and weaknesses. Unfortunately, some companies treat them like task-executing machines rather than considering their emotional well-being. Neglecting the human element of management can lead to burnt-out, demotivated managers who are more likely to jump ship than steer it.

5. Isolation Island

Newly promoted managers often feel like they’re on a deserted island, isolated from their peers and lacking the support they need. Companies should encourage a sense of community among their managers, fostering an environment where they can share experiences, learn from one another, and grow together. Instead, many managers end up stranded, trying to survive on their own.

In a world where management is often seen as a sink-or-swim endeavor, it’s no wonder newly promoted managers sometimes feel like they’re floundering. But it doesn’t have to be this way. Companies can do better by providing proper training, setting clear expectations, valuing the human element, and creating a supportive community for their new managers.

So, to all you newly promoted managers out there, hang in there! And to the companies who want to keep their managerial talent from feeling like fish out of water, remember that a little support goes a long way. After all, with the right guidance and a bit of humor, even a fish can learn to swim in the corporate sea.

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It’s Human Resource Professional Day!

A profession that often flies under the radar but plays a pivotal role in making organizations thrive – Human Resources (HR). 

On this special occasion of HR Professional Day, let’s give a shout-out to the unsung heroes behind the scenes, ensuring that organizations run smoothly by nurturing and managing the organization’s most critical asset of all – people. HR professionals work diligently to shape the workforce, develop talent, and foster a positive workplace culture.

 

History of Human Resource Professional Day

Each year, on the 26th of September, we come together to celebrate Human Resource Professional Day. It’s not just another date on the calendar; it’s a day with a deep purpose and a history worth acknowledging.

The idea of Human Resource Professional Day was first introduced by Governor-General Sir Patrick Allen in October 2013. This day serves as a dedicated moment to honor, celebrate, and express appreciation for the vital role played by human resource professionals. 

 

The Evolution of HR

Human Resources has come a long way since it first started out. Back in the day, HR was mostly about handling payroll, ensuring compliance, and managing employee benefits.

Nowadays, HR plays a much bigger role. 

They’re not just about paperwork and admin stuff; It’s about being strategic. They help make big decisions, they work to make the workplace better, and they make sure employees are happy and engaged in their jobs.

HR professionals wear many hats, and their responsibilities are diverse. Here are some of the critical roles they play within organizations:

Talent AcquisitionEmployee DevelopmentEmployee RelationsCompensation and BenefitsComplianceEmployee EngagementStrategic PlanningDEIB And more! 

 

Why You Should Thank Your HR

HR does a lot more than you might realize, and it’s time to give credit where credit is due. 

They often serve as a bridge between employees and management. They make sure that if people have any issues or complaints, they get their voices heard and sorted out. They team up with other departments to make sure HR practices match up with what the whole organization is aiming for.  

HR plays a pivotal role in shaping the culture of an organization, which has a direct impact on employee satisfaction and productivity. It helps everyone reach their goals and be successful!

And guess what? They don’t just step in when things go south. Most of the time, HR comes to us to make changes to their culture when there are negative changes happening, or even help them sustain their positive culture. We are they’re go-to partners in creating positive workplaces!

 

9 Activities to Celebrate HR Professional Day

Celebrating HR Professional Day is a fantastic way to recognize and appreciate the hard work of HR professionals. Here are some activities you can consider to make the day special:

 

1. Thank You Cards and Messages

Encourage employees to jot down some heartfelt thank-you notes or messages to show your HR team how much you appreciate all they do! It’s a great way to let them know you’re grateful for their support and hard work!

 

2. Recognition Awards

Consider organizing an award ceremony within your organization to recognize outstanding HR professionals. Categories could include “HR Innovator of the Year” or “Employee Advocate of the Year” to celebrate their amazing contributions!

 

3. Professional Development Workshops

Invest in the growth of your HR team by organizing workshops or training sessions focused on creating positive work cultures and best practices in HR. It’s a great way to show your commitment to their ongoing learning and development.

Want to see what awesome training programs we’ve got? Check them out here!

 

4. Lunch or Breakfast Gathering

Plan a special meal, be it a delicious catered lunch, a hearty breakfast, or a potluck gathering.

 

5. Decorate the Office 

Jazz up the HR department and common areas with some banners, balloons, or eye-catching posters to create a festive vibe. It’ll really set the mood for our celebration!

 

6. Customized Gifts 

Consider giving personalized gifts to HR professionals, such as engraved pens, mugs, or certificates of appreciation.

 

7. Social Media Shoutouts

Put your company’s social media platforms to good use and shine a spotlight on your awesome HR team! Share their stories, photos, and heartfelt messages of appreciation for all to see. It’s a great way to show the world just how amazing they are! 

 

8. Surprise Treats

Give your hardworking HR team a delightful surprise with treats like ice cream, cupcakes, or even a coffee cart that swings by the office!

 

9. Create a Recognition Wall

Dedicate a special wall or bulletin board where employees can share their positive interactions with HR by posting notes, pictures, or stories. It’ll be a heartwarming way to showcase the great connections they’ve built and the support they’ve received from your HR team! 

 

Remember, the key is to make HR Professional Day meaningful and enjoyable for your HR team. It’s an opportunity to celebrate their hard work, dedication, and the positive impact they have on your organization.

Continue to appreciate and recognize their efforts, not just today but every day, because they truly are the backbone of our workplace’s success. Here’s to our HR heroes! 

Learn more about how partnering with Civility Partners can help solve your workplace culture challenges.

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Inclusive Culture: What Does It Actually Mean?

There is a lot of talk about “inclusive culture” in the workplace. But what does it actually mean? In its purest form, an inclusive culture is about creating an environment where every individual feels valued, respected, and empowered, regardless of their background, identity, or differences. It goes beyond just diversity numbers or token gestures of inclusivity. Instead, it’s a mindset, a set of values, and a commitment to nurturing a sense of belonging for all.

According to research, businesses with inclusive cultures tend to have higher employee satisfaction, retention rates, and overall productivity. So, it’s important that workplaces work towards creating an inclusive culture.

Let’s talk about the buzzword that’s been floating around these days – inclusive culture.

No One Left Behind

At its heart, an inclusive culture is about ensuring that no one is left behind. It recognizes that diversity is not just a box to tick, but a wellspring of unique perspectives, experiences, and talents. Inclusive cultures actively seek out and embrace this diversity, understanding that it’s the lifeblood of innovation and progress.

In an inclusive culture, individuals aren’t just tolerated; they are celebrated. Differences in race, gender, sexual orientation, religion, ability, and every other facet of identity are not barriers but bridges. It’s a place where every voice is heard, and every person has a seat at the table.

The Power of Empathy

Empathy is a cornerstone of an inclusive culture. It’s about understanding the experiences and challenges of others, even if they are different from your own. It’s about walking in someone else’s shoes, even if those shoes are a different size, shape, or color.

When empathy is woven into the fabric of an organization or society, it becomes a powerful force for change. It drives us to recognize and dismantle biases, prejudices, and systemic barriers. It inspires us to advocate for fairness and equality, not just because it’s the right thing to do, but because we genuinely care about the well-being of others.

Beyond the Checklist

Inclusive culture is not a checklist of diversity quotas or a once-a-year diversity training session. It’s an ongoing, evolving commitment to self-reflection and growth. It means questioning our assumptions, challenging stereotypes, and being open to change.

An inclusive culture recognizes that unconscious bias exists in all of us, and it seeks to mitigate its impact through education, awareness, and accountability. It acknowledges that true inclusivity is not a destination but a journey, one that requires continuous effort and learning.

The Ripple Effect

When an inclusive culture takes root, it doesn’t stop at the office door. It extends into our communities and society as a whole. It becomes a ripple effect, as individuals who have experienced the power of inclusion in one sphere of life advocate for it in others.

Inclusivity is contagious. When we see the positive impact it has on our workplaces, we’re inspired to foster it in our homes, schools, and civic institutions. It’s a force that can reshape entire communities and societies, making them more equitable, harmonious, and just.

Inclusive culture isn’t just a buzzword; it’s a profound commitment to the values of empathy, respect, and equality. It’s about recognizing the worth of every individual, regardless of their differences, and creating a world where no one is left behind. It’s not a one-size-fits-all solution; it’s a dynamic, ongoing journey toward a more inclusive and equitable society. So, the next time you come across the term “inclusive culture,” remember that it’s not just a phrase—it’s a powerful call to action for a better, more inclusive world for all.

So, are you ready to be a part of this change? It starts with education and awareness. Take the first step. Explore our DEIB training and together, let’s build a world where everyone feels valued and included.

The journey towards a more diverse, equitable, inclusive, and belonging society begins with you. Let’s make it happen

PS. Watch this insightful episode of Catherine’s Corner where Catherine and Justin Jones-Fosu, Founder and CEO of Work. Meaningful.  discussed D&I and the inclusive mindset.

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