Catherine Mattice's Blog, page 15

Three More Brilliant Tips for Dealing with an Angry Boss

A few years ago, we shared five simple tips on how to deal with an angry boss, and the response was overwhelming! We’re back with even more tips to help you navigate this challenging situation with civility in mind.

According to a survey conducted by the Workplace Bullying Institute, managers and bosses represent a staggering 65% of people who bully in the workplace. That number is far too high, and it’s time to equip yourself with the tools needed to deal with it.

 

Three Tips for Dealing with an Angry Boss

Dealing with an angry boss can be one of the most challenging aspects of the workplace. When tempers flare, it can be difficult to navigate the situation without escalating the issue or damaging the relationship between employee and boss. To help you keep your cool in these situations, we’ve compiled three more brilliant tips for dealing with an angry boss.

 

Keep Your Emotions in Check

While it’s important to empathize with an angry boss, it’s equally important to keep your own emotions in check. Responding with anger or frustration can escalate the situation and make it harder to resolve. Instead, remain calm and professional, and try to approach the situation from a rational perspective.

Remain cool, and collected, no matter how your boss is behaving. Take deep breaths, count to ten, or excuse yourself for a moment to gather your thoughts. It’s important to keep in mind that, while your boss’s behavior may feel personal, there could be underlying stressors or challenges that have nothing to do with you. 

 

Stay Solution-Focused

When dealing with an angry boss, it’s important to focus on finding a solution rather than dwelling on the problem. Avoid getting bogged down in the details of what went wrong or who’s to blame.

Instead, try to focus on finding a way forward. This means working collaboratively with your boss to identify ways to address the issue and prevent it from happening again in the future. By demonstrating a willingness to work towards a solution, you can show your boss that you’re committed to the success of the team and the organization. This approach can also help to build a stronger relationship with your boss, as it shows that you’re focused on the bigger picture and willing to put in the effort to improve the workplace for everyone.

 

Set Boundaries

If your boss’s angry outbursts are becoming a regular occurrence, it’s crucial to take steps to protect yourself and set healthy boundaries. It’s not your responsibility to tolerate any form of mistreatment, and you should prioritize your own well-being above all else.

Consider talking to someone in HR or a higher-up about the situation. They can provide guidance and support, and they may be able to help you address the issue in a constructive way. If that’s not possible, find ways to limit your interactions with your boss, such as delegating tasks to a colleague or communicating via email instead of in-person. Remember, your mental health and well-being are important, and you deserve to work in a safe and respectful environment. 

 

Bonus Tip

Don’t hesitate to seek support and training. As consultants and trainers dedicated to creating positive work environments for all, we understand the challenges that come with dealing with an angry boss. That’s why we offer specialized coaching and training programs to help employees and leaders navigate these difficult situations with confidence and professionalism.

Our team of experts has years of experience coaching abrasive leaders and turning around negative work cultures, and our CEO, Catherine Mattice’s course, provides valuable insights on Handling Workplace Bullying and it’s free for 24 hours!

We’re committed to supporting your company’s growth and success by providing the resources and support needed to create a positive and productive work environment for everyone. If you’d like to learn more about our coaching program designed specifically for abrasive, aggressive, or toxic leaders, snag our ebook, Abrasive Leaders & How to Stop Them: A Coaching Method that Works (which we offered in our previous article). 

Reach out to us and learn how we can help you deal with an angry boss and promote a healthier workplace culture. Navigate difficult situations with confidence and professionalism, and help create a more positive work environment for everyone.

The post Three More Brilliant Tips for Dealing with an Angry Boss appeared first on Civility Partners.

Insights from the Craft Brewers Conference

Last Sunday, May 7th, I had the honor of being a keynote speaker at the THRIVE pre-conference, which was a roadmap to a safe, inclusive, and equitable experience at the Craft Brewers Conference (CBC). As a conference held in Nashville, TN, a city known for its musical roots and diverse music scene, it was a fitting backdrop for discussions on creating a diverse and welcoming culture in the craft brewing community.

According to a 2018 Brewers Association survey, brewery owners in the US are 93.5% white, with 92.2% of breweries having entirely white ownership. In addition, the same survey found that people of color accounted for only 5% of brewery owners and CEOs.

However, there are also positive signs of progress. The same survey found that women make up 35.5% of brewery employees, up from 29% in 2014.

During my trip, I had the opportunity to explore different bars and immerse myself in the live country music scene. I was struck by the exceptional talent of the musicians and the way people grooved to the music. To add to the excitement, I even found a Taylor Swift standee at my hotel and couldn’t resist taking a picture with it! It turned out that one of my favorite singers was having a concert in Nashville, and the city was buzzing with energy and excitement!

@civilitypartners

A little side trip in the hometown of country music after my keynote speaking at the THRIVE pre-conference at the Craft Brewers Conference! #nashville #taylorswift #cbc2023

♬ original sound – Civility Partners – Civility Partners

 

My session at the Craft Brewers Conference

During my session, titled “Adventures in Turning Around Toxic Work Environments: Real Case Studies from the Trenches,” I spoke about the prevalence of toxic cultures in the workplace and provided practical steps for turning them around, based on my own experience as an expert in this field. The audience had many questions, particularly on the topics of abrasive leadership, workplace bullying, and discrimination, and the discussion kept circling back to the importance of core values.

In the context of turning around toxic work environments, establishing and reinforcing core values is crucial. Toxic cultures often arise when core values are not upheld or when there is a lack of clarity around what those values are. Leaders have a vital role in defining and reinforcing core values, and making sure that employees across the organization are on the same page.

To achieve this, core values should be integrated into all aspects of the organization, including recruitment, onboarding, performance management, and decision-making. Check out my awesome resource on 30 Ways To Bring Your Core Values To Life to learn more!

 

Odell Brewing’s Session

One presentation that stood out to me was given by Odell Brewing, who shared their journey towards diversity, equity, and inclusion (DEI). They gave an example of how their job postings unintentionally excluded certain groups of people by listing “Passion for craft brew” as a requirement. It was harming their ability to draw diversity into their candidate pool. 

When you think about it, the people who have access to craft brew and access to a culture of craft brew are mostly white people in a specific socioeconomic class. 

They took it off and saw a huge jump in the diversity of candidates. This qualification had the potential to exclude individuals from diverse backgrounds who may not have access to or knowledge of craft brewing. Upon removing this requirement, they saw a significant increase in the diversity of their candidate pool.

Odell Brewing also advised attendees not to be overwhelmed by the concept of DEI and recommended “think big but take small sips” . One of their tips was to consider where they have the most influence and take small steps towards change. As an example, one of their managers recognized that a female employee had difficulty lifting heavy hop bags. In response, they asked their vendor to supply smaller bags that were easier for women to handle, and the vendor thanked them for their thoughtfulness.

The team at Odell Brewing acknowledged that mistakes are inevitable but emphasized the importance of setting measurable targets to track progress. They tracked the number of women and BIPOC candidates interviewed versus hired and identified areas where they could improve. The first time they looked at the data, women and BIPOC candidates accounted for only 33% of those interviewed and 9% of new hires.

This DEI journey is a valuable example of how small changes can make a big impact on creating a more inclusive workplace. Drive positive change in your organization today.

 

Final thoughts

Industry leaders can drive change towards inclusivity by prioritizing DEI in their core values, policies, and practices. This means not only promoting DEI, but also creating a culture of positivity where everyone can thrive. Leaders can take concrete steps such as:

Conducting regular training for a positive work environment for all employeesImplementing diverse recruitment and hiring practicesTracking diversity metrics and setting targets for improvement

Starting an initiative to drive positive change in your organization can seem daunting, but taking action is the first step towards progress. If you need help crafting a DEI policy, implementing training programs, or addressing toxic behaviors within your organization,don’t hesitate to reach out to me. Feel free to send me a message to learn more and start making a difference today!

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3 Tips to Leverage Positive Psychology at Work

In the world of traditional thinking, the notion that success leads to happiness is a commonly held belief. We’re taught that if we work hard and achieve our goals, then we’ll be happy. However, research in positive psychology has revealed a new perspective: happiness is actually a precursor to success. When we prioritize happiness we’re more productive, creative, and engaged, which increases our chances of success. In turn, success might lead to more happiness.

But who says work has to be a daily grind? We spend so much of our lives at work that it’s essential to create a positive environment where people feel happy, supported, and fulfilled. That’s where positive psychology comes in. By emphasizing positive emotions, meaningful relationships, and personal strengths, leaders can cultivate a culture of positivity that benefits everyone involved.

 

How To Leverage Positive Psychology At Work

With positive psychology, you’ve got the key to unlocking a world of happy, thriving employees. As an HR professional or organizational leader, you have the power to leverage it! Here are a few tips to get you started:

 

Emphasize strengths

Encourage your team to focus on their strengths. Rather than obsessing over what they can’t do, help them see what they’re amazing at. When people feel confident in their abilities, they’re more likely to take on new challenges and grow.

Take, for instance, a team member who’s a master at creative problem-solving but gets a bit tongue-tied when speaking in public. Instead of sending them off to public speaking boot camp, try giving them tasks that play to their strengths. Maybe they could lead brainstorming sessions or spearhead a project that involves coming up with innovative solutions to a problem. This helps them feel more fulfilled in their work and boosts their confidence. Plus, who knows? They might even surprise you and become a rockstar public speaker!

 

Foster positive emotions

When individuals experience positive emotions, they are more productive, creative, and motivated. As a result, it’s essential for managers and HR professionals to create a positive workplace environment that encourages positive emotions among employees. This can be through:

Showing appreciation for their workGet your team bonding through team-building activitiesIncorporating humor and lightheartednessEncouraging social connections and relationships among employees, both in and outside of workCreating a psychologically safe environmentProviding resources and support for mental health and well-being

In addition, providing training programs for stress management and resilience can help employees find purpose and progress. With our training programs, your team can contribute to a positive and healthy work culture. The more tools and practice you provide your employees, the better equipped they are to make a positive difference in your work environment!

 

Instill Purpose and Meaning

When employees understand the purpose and meaning of their work, it can increase their sense of fulfillment, motivation, and overall well-being. It can be done through:

Communicating the organization’s mission, vision, and core values clearlyHelping employees understand how their work contributes to the organization’s goalsEncouraging employees to connect their personal values with the organization’s valuesProviding opportunities for employees to engage in meaningful work that aligns with their interests and strengthsRecognizing and celebrating employees’ contributions to the organization’s mission, vision, and core values.

 

Bonus Team Exercise to Build Positivity

In one of my favorite books, Positive Leadership, author Kim Cameron offers up a cool exercise he calls the “best self exercise.” Each team member is asked to think of a characteristic they are thankful for in each of the other team members, and to send it back to you, the manager. The manager then compiles a list for each individual and shares it publicly in a meeting. 

For example, people on my Civility Partners team might say about Jenny (who wrote most of this blog) that she is reliable, kind, persistent, and calm when the rest of us are feeling overwhelmed. People might say Rebecca is great at details, organization, and keeping things fun. At a meeting, I’d share these things out loud so each person can get some acknowledgement for their hard work. 

When you put these strategies into practice, you’ll be amazed at how your workplace transforms. It’ll be like a butterfly emerging from a cocoon, but instead of a butterfly, it’ll be a team of highly motivated and engaged employees! And who doesn’t want a workforce that’s buzzing with energy, ideas, and enthusiasm? So go ahead and give positive psychology a shot, and let’s turn that dull office into a place that everyone is excited to come to!

If you’re looking for additional support, you can book a Culture Change Consultation with us to help you assess your current culture and develop strategies to create a more purpose-driven and engaged workforce. With our expertise and guidance, you can create a workplace where employees feel valued, motivated, and fulfilled in their roles.

 

Sincerely, 

Catherine, Jenny, & The Civility Partners Team

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The Power of Psychological Capital in Creating a Positive Work Culture

Have you ever pondered why some individuals seem to flourish in tough situations while others flounder? It’s likely due to their high level of psychological capital, also known as “PsyCap.”

Researchers in the field of positive psychology have even coined the term Post Traumatic Growth (PTG) to describe this phenomenon. Where some may develop symptoms of Post Traumatic Stress Disorder (PTSD) others in the same situation develop “symptoms” of PTG (e.g., reporting more appreciation for life and greater inner strength).

If psychological capital is a key to getting through hard times, focusing on it in the workplace seems like a great idea to me. I’m talking about the mental resources that people and businesses can employ to enhance their well-being and performance.

 

What is Psychological Capital?

Psychological capital consists of four key resources: self-efficacy, optimism, hope, and resilience. Let’s break them down:

Self-efficacy

It’s all about having the confidence to strut your stuff! Self-efficacy, or the belief in your ability to tackle a task, is key to employee success. 

One way to move people towards self-efficacy is to ensure managers are equipped to help their employees develop SMART stretch goals. If employees have challenges that feel just a bit out of reach, with the right support they can achieve it and feel that sense of self-efficacy. In other words, people need to be appropriately challenged given their level, role, resources and time frame to complete a task. 

When your team feels sure of themselves, they’re more likely to take on new challenges and knock them out of the park – because they believe they can. 

 

Optimism 

It’s more than just a positive attitude; it’s an unwavering belief that good things will happen in the future and even in the face of adversity. Encouraging optimism in the workplace can help employees stay motivated and resilient in the face of setbacks, leading to better outcomes for both employees and the organization.

One way to move people towards optimism is to ensure managers are not only demonstrating the right attitude themselves, but holding the team accountable to it. If one team member is constantly complaining, for example, it’s hard for others to be optimistic and the employee with the poor attitude needs some coaching. Unfortunately, in our experience employers aren’t training managers how to coach on these seemingly minor problems that are actually quite damaging and insidious. Don’t be one of those employers. (Call us please.)

 

Hope

People with hope believe they can shape their future for the better, no matter what challenges they face. Hopeful people engage in “pathway thinking” – plotting out their course to success, and “agency thinking” – initiating actions along that course. With each achievement, their belief that they have control over their future (and their self-efficacy) grows.

Managers can help their teams build hope by collaborating on problem solving for tough situations or problems. If the group can see a way through a problem with a client project, for example, and little by little execute their plan, then you’re helping them build hope. When your team is armed with hope, they’ll charge into battle (aka work) with renewed energy and determination to make a difference.

 

Resilience 

Refers to an individual’s ability to bounce back from setbacks and adversity. It’s not just returning to one’s old self pre-adversity (like a rubber band bouncing back to normal when stretched), however, it also involves profound personal growth. In other words, if you’re resilient you’re a better version of yourself when the adversity is finally overcome.

Resilient employees of course can recover from stress and setbacks more quickly than those who are less resilient, and are better able to adapt to change and deal with prolonged periods of stress. 

One story of psychological capital comes from our very own CEO, Catherine Mattice. Check out her 6-minute jaw-dropping story of near-death here.

 

How to Leverage Psychological Capital for a Positive Work Culture

So, we’ve got the lowdown on psychological capital—but how can we harness its power to foster a thriving work environment? Glad you asked! Here are some tips and tricks to put PsyCap to work:

 

Provide Social Support

Foster a supportive work environment where employees feel valued and connected. Encourage social interactions, provide opportunities for team building and bonding, and create a safe and inclusive space where employees can be themselves.

To foster connection within Civility Partners, we created our own standing virtual office so that when remote employees “come to work” they can say hi, chit chat, and discuss their plans for the weekend rather than feeling so isolated. Think of it as a cozy, virtual hangout where we can come and go as we please for lunch, meetings, or if we just need some time to get something done. It’s like the ultimate online watercooler, where we can chat about anything from work to the latest fashion trends.

By providing a space for our team members to connect with one another, we’re fostering a supportive work environment where employees feel like they’re part of a big, happy team. Who said work couldn’t be fun?

 

Build Resilience

Help your employees build resilience by providing them with the tools and resources they need to cope with stress and adversity. Such as:

Offering mental health supportEncouraging self-care practicesProviding training on stress-management

We offer a variety of training programs customized to your organization’s needs. We’re all about positive work culture, so our training programs are tailored for everything from managing individual stress to meeting larger organizational goals. Check out our most popular courses here, though we offer many more.

 

Recognize and Celebrate Achievements 

Studies show that showing appreciation is vital to creating an engaged and loyal workforce. 

To make your employees feel like the stars of the show, shower them with recognition and celebration to boost their self-efficacy and hope. It’s also important to create a culture of gratitude and positivity because a little bit of appreciation can go a long way in making your team feel valued and motivated.

And of course, rewards and recognition should have a strong communication plan with your workforce so your employees will know more about them. Check out Catherine’s LinkedIn Learning course, Communicating Employee Rewards. We’ve made it free for you for 24 hours!

 

Finally…

Psychological capital is like a superpower for building an amazing work culture. By fostering self-efficacy, optimism, hope, and resilience, you can help your employees thrive and achieve their goals. And hey, don’t be afraid to add a dash of humor and fun to the mix – a little laughter can go a long way in creating a workplace that people actually want to be a part of!

If you’re interested in learning more about how we can assist your organization, simply CLICK HERE to connect with us, and let’s get in touch!

 

Sincerely,

Catherine, Jenny & The Civility Partners Team

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3 Fun Team-Building Exercises to Boost Employee Engagement

When your team members feel appreciated, connected, and invested in their work, they tend to be more productive, creative, and committed to the success of your company. But how do you keep your team members feeling engaged, connected, and excited about their work?

Employee engagement doesn’t have to be expensive or elusive at all. One of the most effective ways to boost employee engagement is through team-building exercises. These activities not only break down barriers between team members but help establish a sense of trust, camaraderie, and shared purpose. 

Plus, they’re a ton of fun! HR departments can play a key role in implementing these exercises and ensuring their success, from choosing the right activities, to providing resources, to encouraging participation.

 

Our Top 3 Team-Building Exercises

Whether you have a large or small team, these team-building exercises are for you:

 

1. You Tell, I Draw

You and a colleague will team up. One will describe an object while the other draws it, but they can’t look at the objects or each other! It’s gonna take some seriously sharp communication skills and active listening to get this one done. And, this can be done virtually in breakout rooms if everyone promises not to break the rules!

Trust me, it’s totally worth it. Not only will the team get a chance to improve their communication skills, but they’ll get a kick out of seeing everyone’s hilarious attempts at drawing. Check out this video for a sneak peek of what’s in store! 

 

2. Office Olympics

To get started, divide your team into small groups and create a series of mini-games that can be played in the office. Think outside the box and come up with creative challenges, like a paperclip toss, stapler relay, or pencil balance. Each team will compete against each other, and the team with the most points at the end will take home the gold medal!

But winning isn’t everything. This activity also promotes teamwork, communication, and healthy fun. So let loose, have a good time, and remember that the ultimate goal is to build camaraderie among your colleagues. Check out this video for some hilarious and entertaining Office Olympics ideas.

 

3. Volunteer Day

As creators of positive and respectful workplaces, we understand the importance of giving back to the community and making a positive impact. Also, fun fact: Altruism builds positive emotions and feelings towards others, so your organization can deliver some community impact while the team is building bonds that make them more productive.

Planning a day for the team to volunteer together at a local non-profit organization is an excellent way to do just that. It promotes teamwork and a sense of togetherness as we work towards a common goal of helping those in need.

Again, not only does this activity benefit the community, but it also facilitates the development of new skills and a sense of fulfillment from doing good for others. 

 

The Benefits of Team-Building Exercises

Not only are team-building exercises fun and engaging, but they also offer a range of benefits for both your employees and your business. These benefits include:

Improved communication and collaborationIncreased productivity and creativityEnhanced trust and moraleReduced stress and conflictBetter problem-solving and decision-making skills

With HR’s help, you can design and facilitate team-building exercises that meet the unique needs and goals of your teams, while also supporting your company’s values and culture. And, making your workplace a happy place. 

An awesome resource for your team is Catherine’s LinkedIn Learning course, Driving Workplace Happiness, which we made free for 24 hours! 

Also, make sure you foster an environment where these activities are welcomed and encouraged. Team building activities are a waste of time if everyone’s walking on eggshells or living in fear. One way to find out if your work environment is one of team building and camaraderie is a climate assessment.

Anyway, incorporating these fun activities into your workplace can put you on your way to building a dream team that’s happy, productive, and successful!

PS: Check out our awesome Ebook, Employee Engagement Doesn’t Have To Be A Mystery, that you can download for free!

Sincerely,

Jenny & The Civility Partners Team

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How Does Your Work Culture Measure Up?

Workplace culture is like the secret sauce that gives your organization its unique flavor. It’s a mixtape of attitudes, behaviors, and vibes that make your team groove, from epic dance-offs during lunch breaks to friendly rivalries over who has the coolest coffee mugs, to high-fives and fist bumps that boost team morale. It’s the special mojo that makes your workplace tick!

A positive work culture is all about creating an environment where employees feel supported, valued, and empowered to bring their best selves to work. It promotes collaboration, creativity, and innovation and fosters a sense of belonging among team members.

But hey, if your workplace culture is still finding its stride, no worries – we’re here to help! Take our quick and easy 30-second assessment to see how your culture measures up on the path to positivity. Are you a culture champ, or could you use some fresh ideas? Click here to find out!

Whether you’re a seasoned pro or just starting out, this assessment will provide you with insights into the health of your work culture and valuable feedback. It’s a great way to gauge your current state and identify areas that may need improvement.

Remember, a positive work culture is more than just getting the job done – it’s about creating an environment where people can thrive, have fun, and bring their whole selves to work.

If you’re interested in learning more about how we can assist your organization, simply click here to connect with us. Let’s get in touch and make your workplace culture shine!

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The Future of Diversity, Equity, Inclusion, and Belonging

As we consider the trajectory of work in the coming years, it’s clear that diversity, equity, inclusion, and belonging (DEIB) are not just buzzwords – they are critical components of building a healthy and prosperous workplace culture. (We already knew that, but the world didn’t seem to until recently.)

Historically, DEIB has been approached as a compliance matter, with organizations primarily engaging in these efforts to avoid legal challenges. However, today’s businesses understand that fostering diversity is not only advantageous to their bottom line, but it is also a moral imperative.

 

The Future of Diversity, Equity, Inclusion & Belonging

The future of DEIB in the workplace is looking so bright, you’re gonna need shades to keep up with all the coolness! Here are several exciting trends to watch for.

 

1. Employee Resource Groups

ERGs are all about connecting people with similar interests or backgrounds. Most often they are focused on groups like LGBTQ+ community, Black, Asian-American, and other “mainstream” groups. However, you might also consider ERGs for single parents, people with a disability and/or parents of children with disabilities, and more. 

Providing this safe space where employees can hang out, talk about stuff that really matters to them, and support each other, contributes to work feeling more enjoyable and less lonely.

 

2. Use of technology to promote DEIB

Companies are finding innovative ways to promote DEIB as remote work, virtual reality, and artificial intelligence continue to expand in the workplace.

For example, some major corporations, such as Walmart, Ford, and Coca-Cola, are leveraging virtual reality technology to help employees experience different perspectives and understand the impact of their actions on others. What if you could walk a day in the shoes of someone with an entirely different background to understand their reality? How powerful would that be!

 

3. Training and development

Talent development is vital to sustainable business growth and success. That’s why companies are investing more in training and development to nurture the potential of their workforce and build inclusive work environments. Since it turns out that “acting like an adult” is a lot harder than the people who use that phrase think it is, it’s important to provide ongoing learning opportunities around empathy, communication, giving and receiving feedback, creating trust, psychological safety, being an upstander, and everything else that goes into fostering a respectful workplace culture.

If you’re unsure where to start with your training and development initiatives, of course, we specialize in creating customized training programs that are tailored to the specific needs of your team, so you can be sure you’re getting the best possible results!

 

Finally…

As we look ahead to the future of work, one thing is clear – diversity, equity, inclusion, and belonging (DEIB) are going to be major players in shaping workplace culture. It won’t be easy, but if we all put in the effort – from the bigwig corporations to the small shops – we can make it happen.

And you know what? It’s totally worth it. A diverse and inclusive workplace not only makes everyone feel good, but it also helps companies attract top talent, reach new markets, and come up with some seriously cool ideas!

 

Sincerely,

Anya, Jenny & The Civility Partners Team

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The Surprising Secrets of Safe Behavior in the Workplace

When it comes to safe behavior in the workplace, we often think of protective gear, such as hard hats and safety goggles. While these are certainly important, safe behavior in the workplace goes beyond simply wearing the right gear. In fact, some of the most important aspects of workplace safety involve our own behavior and mindset.

Now, if you’re thinking, “Being safe is easy,” au contraire, my dear reader, being safe can be just as exciting and interesting as any adrenaline-fueled activity! Not getting injured physically or mentally on the job sounds pretty exciting to us, and having more energy for your hobbies and passions outside of work is even more amazing.

 

Surprising secrets to safe behavior in the workplaceMind your distractions

Distractions are more than just a minor inconvenience – they’re actually one of the biggest threats to workplace safety. When we’re not fully focused on the task at hand, we’re more likely to make mistakes, overlook potential hazards, or take unnecessary risks that could lead to accidents or injuries. Even if you’re in an office, you could trip over a cord or hurt yourself trying to grab that box of office supplies on the top shelf. 

And while a distraction could refer to checking a text message while driving a forklift, it can also refer to the distractions that come with being mistreated or bullied at work. People who feel targeted, isolated, or abused at work are certainly not sleeping well or paying attention to the details of their jobs. They are disengaged from work and their teams, experiencing anxiety, and even feeling isolated at home if their family and friends don’t understand what they’re going through. 

So whether or not you’re being mistreated at work, take a deep breath and remind yourself that you’re capable of staying focused. Then, try to eliminate or minimize any distractions that you can – put your phone on silent, step away from your computer for a few minutes, and don’t be afraid to recharge your batteries and come back to your tasks with fresh energy.

Create psychological safety

Getting your team to speak up about potential hazards in the workplace isn’t just about physical safety – it’s about psychological safety too.  An environment where psychological safety is encouraged and supported is an environment where people will report hazards. This could mean setting up regular check-ins with your team to get feedback and address concerns, and making sure that there are clear channels for reporting any issues or incidents that could be affecting both physical and psychological safety. 

Check out our previous blog post on Creating Psychological Safety in the Workplace for some helpful tips!

Take care of yourself and give your team time to do the same

Taking care of yourself isn’t just about indulging in some occasional “me time” – it’s a key factor in staying safe and focused at work. When you’re feeling your best, physically and mentally, you’re less likely to make silly mistakes or take unnecessary risks that could lead to accidents or injuries.

But creating a culture of self-care in the workplace isn’t always easy. It takes effort to prioritize wellness in the midst of busy schedules and demanding workloads. One way to foster a more supportive work environment is by conducting a climate assessment – this can help you identify areas where your company could be doing more to promote self-care and well-being among employees.

Embrace a safety mindset

Make safe behavior in the workplace more than just following the rules; make safety a part of the mindset. Be a superhero and take responsibility for your own safety and the safety of others around you. Be on the lookout for potential dangers and use your superhero powers to work smarter, not harder. 

As with any culture change initiative, you’ve got to start by selling the “problem” and then the solution to your team. If you want people to embrace safety as a mindset, you’ve got to help them see where the issues lie with the current way safety is being treated and how shifting the culture will solve those issues. One example is that with great safety comes great productivity! If you tie productivity to bonuses, for example, people will care about that. 

Have conversations with your team about what safety means to them, and lean into those conversations moving forward. If your team says that being safe includes feeling safe to report a hazard, now you have an action item – ensuring people feel psychologically safe.

By practicing safe behavior in the workplace, you can avoid turning your desk job into an extreme sport and keep yourself and your coworkers safe. And who knows? Maybe your newfound safety skills will impress your boss and lead to a promotion.

 

Stay safe out there, folks!

 

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Creating a Culture of Safety Recognition: Best Practices for Employers

Promoting a positive work culture and psychological safety as a crucial part of employee well-being and productivity – that’s why it’s at the top of our minds. How about yours? Part of creating a safe workplace environment involves encouraging employees to prioritize safety on the job – and it could include psychological safety too! So let’s talk about safety recognition programs.

 

What are Safety Recognition Programs?

Safety recognition programs are structured initiatives that reward employees for following safety protocols and engaging in safe behavior. These programs can include public praise, awards, or certificates for meeting specific safety goals, such as reducing workplace accidents or increasing compliance with safety procedures.

As I said above, consider that your safety program could include psychological safety too. What could it be like if people on the manufacturing floor were tracking days without physical accidents AND days without causing someone psychological harm? 

Okay, that might sound a little silly. But really, why can’t you find ways to include psychological safety in your safety programs?

Safety recognition programs can motivate employees to prioritize safety and reinforce its importance in your organization’s culture. Respectful behavior recognition programs can do the same. 

 

Best Practices for Safety Recognition Programs

We’ve identified some best practices for designing and implementing successful safety recognition programs, including:

 

Tie recognition to company values

Establishing safety procedures and recognition programs alone won’t be sufficient to foster a healthy workplace culture. To emphasize the significance of these programs and develop a culture where safety is truly prioritized, make sure you match them with the company’s values and mission. In other words, your organization’s values and mission should be included in your safety recognition initiatives.

One way to do that is to review how your core values can influence safety. If one of your values is Respecting Diversity and Building Inclusion, for example, you might communicate that when people are included they’re more confident in speaking up if someone’s doing something unsafe, or if they see an issue that could cause an accident. 

 

Provide ongoing training

This might go without saying, but make sure your employees have the knowledge and skills they need to work safely. (There, I said it.) Provide ongoing training to reinforce safe practices and help employees stay up-to-date on any changes to safety regulations. 

Beyond the physical safety stuff, if you’re tying safety into your core value of Respecting Diversity and Building Inclusion, you can train and measure people on their ability to include others as part of your safety initiatives and recognition. 

We offer a range of training programs designed to help organizations create safer and more positive work environments!

 

Celebrate successes

Celebrate employees who meet or exceed safety goals. Who doesn’t love a good celebration of their achievements? Doing so can build morale and motivation among employees, and create a sense of pride and accomplishment that can lead to more engagement. Of course, increased engagement means increased productivity. 

So make time to celebrate safety successes regularly, whether through informal recognition, formal award ceremonies, or other types of incentives. 

 

Track and analyze 

Monitor pertinent data, such as the number of safety incidents before and after the program’s adoption, to evaluate its effectiveness. This way you can spot trends and potential improvement areas, then adapt as needed to maximize the program’s impact.

Make sure your program is tailored and relevant to your employees and organization. Create a safer and healthier workplace culture through safety recognition programs!

 

Sincerely, 

Catherine, Jenny & The Civility Partners Team

The post Creating a Culture of Safety Recognition: Best Practices for Employers appeared first on Civility Partners.

Webinar: Creating and Measuring Psychological Safety

In this 60-minute, 1 SHRM credit-earning webinar, you’ll learn how to:

Define psychological safety and its importance in the workplaceMeasure psychological safety on teams Brainstorm what behaviors create and/or corrode trust on teams Understand the connection between psychological safety and performance feedbackDiscuss tools and best practices with your own teams to start building trust 

This webinar is highly interactive, and you’ll get the most out of it by being there live. We also offer a free bonus resource for everyone who attends live! 

And the best part? You’ll leave with practical tools and strategies that you can start implementing right away to create a safer and more positive work environment for yourself and your colleagues.

We start on March 15th at 10am PST! If you haven’t signed up yet, check out our registration page for the full description, or reach out to us!

The post Webinar: Creating and Measuring Psychological Safety appeared first on Civility Partners.