Catherine Mattice's Blog, page 24

5 Steps to Make Anti-Harassment Training More Effective (Call to Trainers Everywhere!)

What does an investigation tell us about an organization’s culture? Not much! 

Investigations are about determining whether someone violated a policy or not. Can the concerns raised in a complaint be validated or not. Someone claims a hostile work environment, and the investigator determines whether the claims are valid based on the facts discovered.

This isn’t enough to truly resolve the problem.

My point is that we are too darn focused on compliance when it comes to harassment. Why are we relying on investigations alone? Whether the complaint can be validated or not, the complaint is a sign something is not right, and that “something” should also be investigated… with a climate assessment. 

Another example of society’s focus on compliance is harassment prevention training.

Seriously, can we really even put “prevention” in the title? Harassment corrective action training is more like it.

Just take a look at any list of learning objectives from harassment prevention training vendors, or this article from The National Law Review, or the law itself… 

If you want to use that word “prevention”, then you’d need to include empathy, respect, assertiveness, allyship, bystander intervention and other behaviors that actually prevent harassment. Because last time I checked, manager training on how to take in a grievance isn’t a preventative measure.

What I want to know is why we are relying on lawmakers to dictate what belongs in a corporate training program. What do they know about the power of training in behavior change? Obviously nothing, or our training requirements would be more useful. 

And that’s fine, it’s not their job to know. It’s ours. And we owe society something better.

So here’s a crazy idea. Let’s use the ADDIE model, developed 30 years ago, and still widely used today. If you haven’t heard of it, ADDIE stands for Analyze, Design, Develop, Implement, Evaluate… use these five steps and you’ll have better training.

ADDIE asks you to determine what behavioral outcomes you want as a result of the training. That simple question in the design process could change the course of harassment prevention training forever.

Here’s an example of how ADDIE might work, or five questions you should be asking and answering to improve your harassment prevention training:

1) Analyze:

What behavioral outcomes do you want? Behaviors that prevent harassment from happening… respect, empathy, emotions, awareness of implicit bias, and the ability to speak up.

2) Design:

What are your learning objectives? What should people be able to do after the training is over? Step in when bad behavior is witnessed, describe how harassment goes against the company core values, define personal accountability to a healthy work environment, speak in a respectful and positive tone, be self-aware of body language and words.

3) Develop:

What should the training look like if we are going to achieve the desired behavioral outcomes? Handouts, articles, discussion points, exercises, assessments and role plays.

4) Implement:

How will the training unfold? Who will ensure we achieve behavioral outcomes? Managers will hold before and after conversations, managers will be held accountable to positive survey scores, in order for role play to occur the training will be in person.

5) Evaluate:

How will you measure success? How will you measure business outcomes? Complaints will decrease, turnover will decrease, productivity will increase, survey scores will improve

 

This is just a quick example of what the training design process would look like, if we were really and truly focused on PREVENTION and also CHANGE.

Civility Partners doesn’t do harassment corrective action training like everybody else, but we do offer harassment prevention training if you’re interested. In fact, we’re offering a no cost, super interactive Harassment Prevention Training Webinar on April 25th at 9AM PST. Be sure to save the date in your calendar, and register you and your employees in advance here! Everyone’s invited!

And if you’ve already done your harassment corrective action training, encourage your workforce to watch my LinkedIn Learning course for the prevention part.

Sincerely,

Catherine and the Civility Partners Team

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5 Subtle Behaviors that are Considered Sexual Harassment

98% of people have experienced sexual harassment at work.

 

And 82% of statistics are made up.

 

…including the two you just read…but now that I have your attention…

While it may not be 98%, the amount of people affected by sexual harassment in the workplace is likely much higher than we realize. This is because the signs of harassment are not always blatant…in fact, they are often subtle enough to be dismissed as harmless or acceptable. The individual may not even know that their behavior is inappropriate.

But the truth of the matter is that sexual harassment of any form has negative consequences such as discomfort, lack of psychological safety and depression.

And while the law requires behaviors be severe and pervasive to “count” as harassment, that doesn’t mean the subtle or one-time behaviors should be ignored. Especially because those subtle behaviors escalate over time. 

Here are 5 subtle behaviors that should be avoided, in the interest of creating a harassment-free and respectful workplace culture:

1) Inquiring about someone’s personal life.

While a well-intentioned compliment and ask like, “You look great in that shirt… got a hot date?” seems harmless, this could be inappropriate if your relationship with the colleague hasn’t opened the door for this question. Also, give compliments and build people up… just be cautious with ones of a physical nature.

2) Continuous, unwelcome flirting.

About 1/3 of relationships start at work *this statistic is actually true*. If you’re interested in a coworker, there is nothing wrong with respectfully asking them out…in fact, it would be unreasonable to expect otherwise. However, if the invite is declined or ill-received, any further flirtatious advances are considered sexual harassment. A no may be disappointing, but it’s a no nonetheless.

3) Staring.

I can personally attest to the discomfort a single look can cause. Whether it’s being watched for an extended period of time, or being looked up and down, what may seem like an innocent “look” can make someone feel uncomfortable, objectified, and sometimes even in danger. So don’t stare. It’s not a compliment.

4) Contacting someone personally outside of work, without their consent.

Social media makes it especially easy to reach people through personal means. Connecting with someone via social media, messaging, or even a phone call is not in itself considered harassment. But if these actions include sexual content of any kind, then it is considered harassment. And if the individual isn’t responding to your messages, it’s time to leave them alone. 

5) Excessive touching without consent…even in an innocent nature.

Something as simple as a hug or an arm touch can be considered sexual harassment. During our harassment prevention training, we talk about the rule of thumb: Hug responsibly. The key is to ensure the “touching” is with innocent intent, welcomed by the recipient, and inexcessive. All three components must be present, in order for the contact to be appropriate in the workplace.

These are just 5 examples, but there are MANY subtle behaviors that are inappropriate and could lead to sexual harassment claims. Unless you’re given explicit consent, it’s important to always operate with caution. Be aware of the responses your actions are receiving – if the response is discomfort in even the slightest regard, it’s likely considered harassment and should not continue.

If you are interested in further sexual harassment awareness, we’re offering a no cost, super interactive Harassment Prevention Training Webinar on April 25th at 9AM PST. Be sure to save the date in your calendar, and register in advance here!

At the end of the day, we all want to feel comfortable at work. So let’s take our awareness to a new level and ensure we aren’t contributing to the 98%…or whatever the true number may be…

Sincerely,

Sabrina & the Civility Partners Team

 

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Why Some Women Leave Their Jobs (And More Reasons They’re Staying!)

Why are women leaving their jobs? ​​Is it the persistent gender pay gap, workload demands, or something else that isn’t shared? The short answer is: there isn’t a singular answer. It’s important to consider the most common answers when that question comes up. Working women are wanting more opportunities, flexibility, and representation in their workplaces, and many professionals question themselves with – how can employers do more to elevate the women and diverse population in their company?

Here are some reasons why women are leaving their careers, and reasons why they are choosing to stay.

Why They’re Leaving An Increase In Responsibilities and Burnout

If you’ve felt especially burnt out and overworked since the beginning of 2020, you’re not alone. A 2021 Statista survey found that 77% of women reported their workload had increased since the outbreak of Covid-19. Additionally, they reported that their responsibilities at home grew tremendously. Although men also reported an increase in responsibilities, women felt more obligated to reduce their work hours.

As stated earlier, some women are worried that they can’t give their best effort at work given the circumstances. That worry left them with the decision to leave their positions. Others left their jobs due to burnout from their unmanageable workload. Burnout isn’t something new. It happens to more people than you’d think, especially with the modern work structure. Before technology was integrated into our work lives, there could be a physical separation from work for most people. Nowadays, your coworkers or employer can reach you on your personal phone, there’s little to no separation from your job. Additionally, if you’re working full-time, it’s expected that you work 40 hours a week but with the constant push of hustle culture, people sometimes end up working up to 70 hours a week. This environment can end up affecting work performance and one’s overall health.

Women Are Underrecognized and Underpaid

There are more women working in male-dominated positions, but according to Pew Research Center, 25% still find themselves making less than their male counterparts. First off, it is just unfair to pay someone less because of their gender. Secondly, while money may not be the key to happiness, some women are the main breadwinners for their families. Reduced wages can be a really big thorn in their financial side. Due to a lack of proper compensation, some mothers end up choosing between their family or career.

In the same vein, women are still largely underrepresented in high-paying occupations. Why? The majority of women report that they work in low-paying positions. These positions offer little to no opportunities for career advancement. Women are hardworking and ambitious, and when companies don’t recognize this, it can lower morale and lead to more women leaving their jobs for another company that they know will appreciate them even more.

Why They’re StayingImprovements In Workplace Culture

It’s crucial for organizations to make an effort to progress into a more inclusive work environment. If women aren’t included or even considered within important conversations at work, they won’t feel comfortable enough to voice their concerns without the fear of consequences. Thankfully, employers are starting to make an inclusive workplace culture a priority and providing outlets for women to voice their concerns. Things like anonymous company reviews give women a safer space to reflect on their company.

Companies like Gopuff and Peloton are prime examples of a company putting women at the forefront of its initiatives. Gopuff’s work environment has an approval rating of 89% from their female employees and Peloton received a 2021 Best Companies for Women Award. The more companies put women and other diverse employees first, the more supportive, inclusive, and rewarding their work environment will be.

Support From Women In Leadership Positions

Along with improving workplace culture, seeing other women in leadership positions and offering mentorship can be encouraging for women wanting to move upward in their company. Historically, women haven’t had the same access to opportunities as their male counterparts so it’s refreshing to see women moving into high-level positions. According to a study by the Center for Creative Leadership, participants that had female bosses reported that they felt more supported and experienced less job-related burnout. The same study also found that having more women in an organization predicted more job satisfaction, organizational dedication, and more meaningful work. Companies are starting to recognize and act on the benefit and importance of having more women not only in their organizations but also in leadership positions.

Better Work-Life Integration

Too many women have felt guilty or that they were falling behind when seeking more work-life balance. Relaxing can feel like a waste of time when your work is always trying to grab your attention. Recently, employers have started to offer more flexible work schedules that give employees more work-life integration. This approach may prevent some of the burnout, which was discussed as one of the reasons why women are leaving their jobs. With events like the Covid-19 outbreak, more companies started letting employees work remotely. They also started to recognize the benefits of employees being able to work on a flexible schedule. They can compartmentalize their workday which relieves some of the stress that employees face when juggling work and personal responsibilities. Work-life integration benefits working parents as it doesn’t make them sacrifice their family or career for the sake of the other.

There are many reasons women have decided to leave their jobs as there are many reasons they choose to stay at their job. More recently, with the COVID-19 pandemic and cultural shifts, everyone has had to make the decision of whether or not to stay with their employers. Thankfully, more companies are starting to offer women a supportive, diverse, and inclusive culture so employees don’t have to choose. When they do this, especially during trying times, women are more likely to be motivated to stay.

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INCLUSIFY: The Power of Uniqueness and Belonging to Build Innovative Teams

Based on our episode “INCLUSIFY: The Power of Uniqueness and Belonging to Build Innovative Teams” with Dr. Stefanie Johnson

Inclusify is a word that is intended to give the feeling of inclusion or being inclusive as an action rather than like including people as a passive verb. Inclusifying is supposed to differentiate the very intentional act of creating an environment where people feel like they can be their unique selves and still belong. And so, you have to do something to make it happen.Culture crusaders

Most successful leaders recognize the value of being inclusive because they want different opinions and different perspectives. They want people to be able to thrive in the workplace, and so at least some people say they really want to do it, and oftentimes they think they’re doing it really well. But there are some things that leaders were doing that made them feel like they were really doing something that wasn’t. Culture crusaders are the leaders who are really successful at building a strong culture of belonging but people often don’t feel like they fit in, even when they might look like they fit in. Because to really feel included, there is that need to belong, but there’s also a need for individuality.

 

Some activities to do to look for the differences in the uniqueness that each of your team members brings: Role modeling– It shows how you are different and the pieces of yourself as a leader that you don’t often share because it doesn’t fit the brand or the norm. Being authentic, vulnerable, and sharing those parts of yourself will allow other people to do the same.Human connection– One-on-one conversations with people where you ask them things like, “What’s happening in your world?” “What is your world like?” It is taking the opportunity to learn a little bit more about that world, especially assuming we have some foundational trust between us, that it doesn’t feel invasive.Unconscious bias training

It is an easy way to demonstrate a commitment to diversity. It’s gained a lot of popularity, but there’s data from researchers that shows that it doesn’t really have a big impact on people’s behavior. It might change attitudes for a certain amount of time, but is it going to impact behavior down the road? This is a difficult transition period, and although a lot of people are really committed to increasing diversity and inclusion, there are people who aren’t necessarily on board with that or don’t believe that we need to be doing this right now. So, there are these opposing forces. 

There are training opportunities for skills or knowledge deficits. Most often, bias is really not about a lack of knowledge; it’s just that we have a lot of demands on our time and what do you prioritize? Culture is inclusive and we respect people. We’re vulnerable and we let everyone else be vulnerable. We have to live the core values.

 

Goals that leaders can put toward inclusivityDemographic goal– How many women, people of color or women of color we hire? Look at the intersectionality, overall, different departments or in different locations at different levels.Promotion rates through the organization- That’s where we start to see divisions. For example, men and women enter quite similarly, and then men start to get faster promotions than women, and that happens within companies.Turnover rates– There are big gaps in terms of retention for people of color and women of color. That’s costing organizations real dollars, too, so that’s a good one to monitor.Meeting indicators– Use surveys or do focus groups to see how people are feeling. If you have these really talented women, women of color, or people of color and they’re not moving through the ranks and not getting opportunities for advancement and development, they’re probably going to exit your organization and find a place where they do feel like they can advance.Participation– It’s a very easy metric to look at, but who’s participating in programs is a good indicator of engagement and commitment to the organization. You should keep your thumb on the pulse of how people are feeling.

You really want to be careful not to lose your current employees because that’s actually more of a cost and a risk than hiring. Because if you lose now, you have to hire more. You have big gaps in training and knowledge. Go check on your employees and ask what’s going to make them want to stay.

 

How COVID has really impacted these these things Women had to leave because they were the ones who got stuck into taking care of the kids more than the men.Shift in the uniqueness and belonging that people experience. Typically, uniqueness is the bigger challenge. Individuals who are working remotely and not as frontline workers feel more like themselves.A lot of people feel like they belong, feel valued, but don’t necessarily feel like they can be their authentic self, and this is more true for underrepresented and marginalized individuals.It’s just harder for people to code switch, mask, or cover. When they go to work physically, they put on a uniform. Even if their uniform is a beautiful white dress, it’s still like going into a different place and turning on this different person.As a leader, you have to create psychological safety for others and show them vulnerability. The true way to build psychological safety is to be open and be yourself as a leader so that everyone else feels free to be themselves. You first have to have the psychological safety that people feel they can share more about themselves. Start down that path by role modeling the vulnerability, and you have to look at the track record. In a psychologically safe environment, people feel like they can share different views or take a risk right away and they’re not going to be humiliated or punished for it.

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5 Tactics for Managing Stress

Not too long ago, I had a hectic experience while traveling. My 5:30am flight was canceled 30 minutes before boarding, while I was waiting in a 200-person long security line. As expected, I had to jump through hoops to get onto another flight that got me to my destination on time, running through the airport to barely make it to my gate.

As I spoke with staff both from the airport and the airlines, I felt I was met with curt tones, lack of eye contact and dismissive communication. 

In the moment I thought, “wow all these people have been so rude, all I’m trying to do is get on a flight to see my family.”

As I collected myself, I reflected on my interactions and the state of the airport that morning. What I realized is that all these people were overworked, and the airlines were understaffed – and frankly everyone was simply STRESSED OUT. 

Now, I’m juggling my own workload and feeling like there aren’t enough hours in the day to make everyone happy. I’m stressed too – finding myself feeling frustrated, overwhelmed, and struggling mentally (I’m not afraid to admit it!)

I started doing some research on tactics for managing and alleviating my stress and what I found shocked me. According to the American Institute of Stress, 73%-77% of people experience stress that affects their physical and mental health. 

So, I decided to share some tactics for managing stress both in the moment and long-term, figuring I’m probably not the only one in the world feeling this way. 

Here are five tactics I found:

Practice deep breathing: The 4-7-8 breathing technique is my personal go to. Start by finding a comfortable position and close your eyes. Breathe in for 4 seconds, hold for 7 seconds and then exhale for 8 seconds. Repeat for a total of 4 cycles. Explore company provided resources and benefits. Some employers provide an an employee assistance program (EAP) that offers stress management resources. Depending on the EAP, there may be online information, available counseling, and a database of mental health professionals.Have an open conversation with your supervisor. Discuss what has been creating stress for you and work with your supervisor to build a plan for mitigating that stress, whether it be through delegating, making changes to your physical workspace to reduce strain, or anything else.  Ensure you’re meeting your body’s basic needs. I know when I’m stressed, I forget to eat throughout the day. To function as your best self, you need to meet inherent needs such as getting enough sleep, obtaining nutrients through a healthy diet, and drinking lots of water. Regular exercise can also help relieve tension and stress. Reframe your internal voice. When you’re stressed out your internal monologue might sound something like, “I don’t have time for this,” or “I can’t do this.” Be kind to yourself and try to reframe your language in a positive way. You might say something like, “I can do this, I just need to work with my supervisor on what to prioritize.” A simple twist in words can do wonders! 

At the end of the day, we are all trying to make it through, and we can’t do it all. Whatever your stressors may be, the ultimate message is to remember to take care of yourself! 

Take care, 

Rebecca and the Civility Partners Team 

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Respect Outside: Creating Civility Within the Outdoor Industry

Based on our “Respect Outside: Creating Civility Within the Outdoor Industry” Episode with Gina McClard

A lot more people are trying to get out into the outdoors for some solace and love being outside. They love the environment, climbing, skiing, or biking, and so they spend their time around other people who love that too.

The beauty of civility and approaching a workplace with civility is that you can start to take an intersectional approach and work on all different egregious behaviors in the workplace.

There are different risk factors for discriminatory harassment in outdoor spaces:

Homogenous workplace

Traditionally, people who are out there pursuing or actually getting into business in the outdoor industry are men and white males. If you have these certain elements present and work in the outdoor industry, it increases your likelihood of seeing sexual harassment or sexual gender discrimination in your workplace.

Young workers 

The outdoor industry really attracts young people. So young people are coming in. You have to deal with young people who mostly don’t really know how to comport themselves in a professional workplace.

People see themselves as kind of divorced from the corporate nine to five.

The outdoor industry takes pride in being separated from nine to five jobs. That also plays into this kind of mentality that “we’re a little bit different.” “We don’t need to abide by all these corporate rules because we’re more laid back here in the outdoor industry.”

People that work in isolated workplaces 

Isolated workplaces increase the ability of someone to engage in unwanted and unwelcomed behaviors, but nobody’s going to call them out on it because there’s nobody there.

Cultures that engage or encourage alcohol use 

The outdoor industry is very much like many of these organizations, having events where people consume alcohol with clients or customers. It’s naturally part of the long-standing recreational aspect of work that is a risk factor for an increased likelihood of seeing sexual harassment and sexual discrimination in the workplace.

A superstar employee or a high-value employee 

They bring prestige and value to the organization because they’re the ones that have gotten a lot of recognition and awards. So these are the individuals that bring a lot. These are the kinds of employees that you just don’t want to call out for unwanted behavior because they bring so much value to your organization.

Contention in regular life

It is very appropriate for today. Seeing society outside of your workplace or coarsened social discord. You see, all of these kinds of things somehow seep into our society so that people feel a little bit more comfortable being uncivil and being discriminatory. 

There are a lot of people in the outdoor industry who are very committed and interested in changing that going forward.

If we’re actually going to prevent harassment, then we have to prevent the risk factors that can facilitate harassment.

How are we going to build the culture we want to see?

By practicing bystander intervention. It is when you see something that is unwelcome, unfair, discriminatory or of a bullying nature in your workplace. You are empowered by your organization and by management to be able to step in and stop it and say something on its behalf. Also, if you see something that your co-worker is doing that’s good, that’s the behavior you want to see, you want to foster, call that out, and highlight it. We encourage employees to be able to say when they see something good and when they see something bad, but we also train on how this can help you in the real world. How this manifests and manifests itself, as well as how you can exhibit and practice those behaviors.

If we teach civility side by side with these new workplace behaviors, because you have to have a basis for how you approach your co-workers, what language do you use? You know, people have to have their report, and you have to have the rapport that civility provides.

As a business, you know if you just promote calling out your co-workers on their unwanted behavior. You’re walking down a really scary road, especially in this day and age when we’re politically divided and there’s so much contention and you’re seeing people who are just flaming each other. We use that floor of civility. It’s really more about how you keep your co-workers’ needs and desires in mind as you walk through your day, and how it would be if everybody was working like us. As for me being concerned about you being concerned about me, it just makes for such a better place to show up and go to work and be your full self.

You don’t have to be confrontational. Just making your presence known could be an intervention for sure. When you also train on civility, you’re giving people tools on how to deal with situations where they feel like they do want to directly confront someone. How do you do that? How do you protect yourself? How do you prepare yourself to go into a direct confrontation? That might be really scary, and that can stress us all out. There are some people who love confrontation on a daily basis, but for the most part, there are those who avoid it. So when you bring this level of civility and you explain that civility is just not these kinds of mere niceties, but really is a value that we have and you implement that in your policies and procedures and it’s one of your top goals, it’s very hard to say that any kind of unwanted behavior in your workplace is going to be appropriate.

When you’ve got this level of civility, it really sets the tone and it just really helps affect change very fast.

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Becoming “Connectable”

Based on our Becoming “Connectable” Episode with Steven Van Cohen

In 2018, statistics found that 73% of Gen X-ers under the age of 25 feel lonely regularly. There are many reasons why the emerging generation feels most lonely, and they are still the loneliest generation. However, we could all understand why all of us feel a bit more disconnected than we have in years past.

 

Dependency Shift- We depended on others a lot before. Now we have Yelp, Google and YouTube to answer any question that is essentially available on demand. It concludes that we’re not depending on each other as much.Catch of Convenience- We live in a world of convenience. We’re just not spending as much time rubbing shoulders with one another.Busyness- We’re busier than ever, and the busier we are, the less margin we have for connection.

So, those are three really big reasons why all of us are experiencing this, but for the emerging generations, they’ve just grown up in a world with all of this technology at their disposal, so it’s changed the way that they interact.

 

Social Snacking

A lot of emerging professionals’ and younger generation social snack. It creates this false sense that people care about what we’re doing. It’s nice, but we wouldn’t be reporting to people everything we do. You could probably get a little shot of endorphins when you see that people have liked something, but it’s not providing you with what you really need. Liking, posting, or messaging somebody online is like snacking. It’s a bit nourishing at the moment, but it’s not healthy for you. What’s healthy is what we call Pro-social Interaction. Having a meaningful conversation, empathizing with somebody, getting advice, having an actual conversation that goes above and beyond screen communication. If we are social snacking more often than engaging in these pro-social behaviors, we’re just going to naturally feel lonelier.

 

How would I recognize that I’m feeling lonely? 

Well, loneliness is not the absence of people. It’s the absence of connection. So, when it comes to diagnosing loneliness, we have to understand that the connection that we feel comes in different forms. As a result, we are connected to ourselves, our coworkers, spirituality, our work, and our leader. There are all of these connection points, and if we’re starting to feel like, “Hey, you know what? I’m just not as connected as I would like to be.” We have to do a bit of a deeper dive into why that is, and there are all these avenues that play into it.

If you’re looking for loneliness in yourself or others, you’ll want to pay attention to learning and development.

Do you just naturally want to learn and grow and take on your challenges? If not, you might be lonely.

Are you only talking about work? If so, that’s a sign that you’re not satisfied with your personal relationships.

Are you overworking? Because overwork is a way to get away from the reality of the fact that you’re not feeling fully connected.

There are a whole bunch of things to look into. But you have to know where to look and you have to understand that loneliness is a bit elusive, so we have to be paying closer attention to it. 

 

Types of LonelinessChronic Loneliness- Is when every single day you feel very dissatisfied with the relationships and connections in your life. Only 20% of people who feel lonely have chronic loneliness.Situational Loneliness- When you feel like there are a lot of unknowns, you don’t know what to do or whom to turn to. When you don’t have the obvious answers in front of you. A lack of clarity is lonesome, and 80% of people who feel lonely have situational loneliness.

When people feel lonely, the same part of the brain that lights up when you register physical pain also feels excluded early. It is really important to understand because your brain when you’re feeling lonely or isolated is essentially sending a fight-or-flight signal. That’s why our brains register that same sensation of physical pain when we feel excluded, because that’s our way of saying “you’re in trouble.” So, it’s a big deal if people are feeling lonely at work.

According to research, a team is only as connected as its loneliest member, so if you have someone on your team who is truly disconnected, it will impact the dynamic between everyone, and it only takes one person on a team who feels that way to essentially derail all of the opportunities that team has at its disposal

While loneliness isn’t a funny or humorous topic, it is such a serious and sensitive topic that we wanted to make it a lot more accessible. Because at the end of the day, loneliness is an emotion that all of us have. It is essentially just a sign that we need to forge a connection.

The fastest way to pull somebody from feeling disconnected back into a connected mindset is to make them feel very valued and very important. Be somebody that can draw a straight line between their worth, significance, and impact. Lastly, make sure that you know what you are saying.

 

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What? You Want Me to be Flexible? 5 Tips for Flexible Work

Written by: Kathy Grey on 3.9.22

This subject keeps coming up – how to retain talent. In my last blog post, I wrote about the importance of creating a work environment where your employees feel respected, or they may become part of the Great Resignation train. 

Up from 68% in July 2021 to 82% in January/February 2021, HR executives are even more concerned about the exodus of talent in their organizations, according to a survey conducted by the outplacement firm, Challenger, Gray & Christmas. 

You’ve already taken steps to flexible work since the start of COVID. Remote and hybrid work became the norm – but this flexibility may actually be contributing to disengagement of your workforce. 

In an effort to remain connected, some leaders overschedule meetings, leading to zoom fatigue. Others are more hands-off, which may lead to workers feeling ignored.

And then there’s the conundrum of offering hybrid work and it leading to resignation. What? Yes! Employees find it nearly twice as emotionally exhausting as fully remote work according to a 2021 TinyPulse survey, even though more than half the workers in a January PwC survey said they wanted it. 

Management needs to make an extra effort to connect, not as employees, but as people. Being flexible is an incredibly powerful and strategic business tool. 

So how do you maintain flexibility and keep your people? Here’s a few tips:

 

Check in with your employees in person or remotely – and do so with intention. Do so regularly. It can be as simple as personal note on a sticky or in an email. It doesn’t have to be about work, it could be an acknowledgment of a significant personal milestone. Check out the tips we shared just last week for showing your employees some appreciation.

 

Reconfigure your teams to smaller sizes. This will empower them to make decisions and make it easier to coordinate work. 

 

Offer an adjustment of hours. Perhaps people can work earlier, later, or take a day off mid-week. Show that you trust your employees and they will perform better. It will help your workers achieve greater work-life integration, as we also talked about recently.

 

Establish a flex culture and embed it as part of your management strategy. Brand your organization as a provider of flexible work solutions. Talent will search out and find you.

 

Hold yourself and your managers accountable to the effectiveness of flex arrangements and how they are implemented. Make discussions about flexibility and how it’s working a part of your ongoing one-on-ones and performance management systems. Keep the dialogue open and remain open to feedback.

 

If you’d like more tips on how to provide flexible work options, check out our LinkedIn Learning course here.

What are YOU doing to retain the workers you invested in? Do you know what they need? Do you know what they want? Ask them! We can help. We will run a climate assessment, analyze your workforce’s responses, and strategically plan with you the steps needed to build employee engagement, job satisfaction, trust in leadership, and a better workplace culture. 

Sincerely,

Kathy Grey & the Civility Partners Team

 

The post What? You Want Me to be Flexible? 5 Tips for Flexible Work appeared first on Civility Partners.

Keys to Success for Small Business Owners

Written by: Gloria Martinez on 3.8.2022

Starting a small business is an exciting step, but keeping it running can be a challenge — especially if you don’t have a lot of experience! No matter what kind of business you have, there are some rules of thumb that can help you make the best choices for your customers, your employees, and your bottom line. Here, the company culture experts at Civility Partners share some tips to help your small business succeed!

Legal Compliance

When starting a business, make sure you’re in compliance with state and federal regulations. Certain industries require licenses or certificates to operate and have to follow special laws. Failing to keep your business in compliance can result in heavy fines, legal issues, and even suspension or revocation of your professional or business license.

Internal Practices and Company Culture

Maintaining the right company culture can keep employees happy and safe and help prevent internal conflicts in management, lawsuits, and issues with third parties. You should also work to prevent discrimination within your business to protect your employees and avoid legal censure or lawsuits.

If you’re noticing a downturn in your culture, or if you’re starting to hear about issues related to supervisors, it’s imperative to address these problems immediately. A workplace deemed toxic can hurt your employees and your efforts to grow. The best way to root out discord and to support your staff is to work with a group like Civility Partners. We can assess your culture and provide solutions to make your business culture better, which sets everyone up for success. 

Marketing

Advertising is crucial to any business, but if you’re on a tight budget, you need to get creative. Luckily, advertising on social media is free!

Eventually, you might want to consider hiring a marketing professional as part of your team, or contract with an outside company to do the marketing for you. Using a professional can yield better results in a shorter period of time. Just bear in mind that certain industries, such as food production and real estate, have strict rules about advertising that you should be familiar with.

Quality Control

Quality control is a crucial aspect of your business operations, and you should have a thorough system in place to meet customer expectations every time. A sufficient quality control method can make your business more effective and lessen the frequency of customer complaints.

Accounting

Consider hiring a certified tax professional to file your financial statements with the appropriate entities. Trying to do all the accounting yourself can be a daunting task prone to errors, and those errors can cost you a significant amount of money or get you into trouble with the IRS. It’s also useful to have an accountant audit your finances, as they can investigate inconsistencies or detect theft happening in your business.

The Benefits of Best Practices

Following these best practices is crucial if you want to run your business effectively, remain in compliance with the law, and reduce the amount of stress and liability placed on yourself. Doing so also makes it far easier to focus on your core operations and your customers.

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17 Ways to Celebrate Employee Appreciation Day!

This Friday is the first Friday in March. And that means *drum roll please*…it’s Employee Appreciation Day! While it’s easy to fall into the rhythms of work, celebrating the people that make that work possible is essential. Here are 17 fun and creative ways to show your employees how grateful you are!

 

Adorn the office with colorful balloons, decorations, and other fun items to make it feel like a celebration.Virtual Alternative – Change your Zoom background to something fun, and have your employees do the same! Even a slight change to the environment can make the day feel special.

 

Provide some serious grub. Provide lunch that goes above and beyond the pizza or deli sandwiches you normally order. Seafood or fine Italian, perhaps? Make sure to dedicate a table or area to the spread so that people can pop in throughout the day to socialize. Virtual Alternative – Send each employee an UberEats gift card so that a special lunch can be delivered straight to their doors. Then dedicate a “free period” for people to virtually socialize, take a break from work, or enjoy their food away from the screen.

 

Schedule a “3 Fun Things” meeting. What better way to show appreciation than to get to know your employees on a more personal level. Have everyone brainstorm “3 Fun Things” happening in their lives, unrelated to work. Draw names in random order, pass a ball around, or pin them on Zoom, so they can share their three things.

 

Drop some random jokes, funny videos, or memes into your meetings to get people smiling 🙂

 

Make it a point to only say positive things to and about people, and encourage your employees to do the same. This is a day of positivity and encouragement. And who knows, maybe it’ll catch on and become a regular intention!

 

Grant your employees an extended, paid lunch, and encourage them to spend it out of the office! Bonus points if they spend it socializing with other co-workers. Super bonus points if you join them!

 

Host a fun, creative competition. Whether it’s voting on a silly costume for the CEO to wear, designing a temporary new logo, or fun paintings to put on the walls, encourage employee involvement and creativity.

 

Set off a sticky-note chain! Have a fun treat for each employee to grab on their way into the office – perhaps a chocolate bar, la croix, or some company swag. Make sure each item has a sticky note on it, with a message intended to make them smile (i.e. “how are you so utterly fabulous?” or “you make the world a better place”). Leave a blank sticky note underneath, and encourage them to write their own kind message to leave on someone else’s desk throughout the day!Virtual Alternative – Send a random funny e-card to each employee throughout the day…nothing serious, just something to make them smile.

 

Channel your inner child, and remember the most exciting day of the school year…..pajama day! Host an office pajama party, where employees are encouraged to wear their fun, comfy clothes and slippers.

 

Schedule an in-office volunteer day. Gather supplies to make care packages, tie blankets, or any other simple service project that can be easily worked on throughout the day. One of the best ways to grow together is to serve together!Virtual Alternative – Create a virtual volunteer competition/game (i.e. award for the department with the most creative service idea, the individual who makes the most blankets that day, etc)

 

Identify something in the office that is frequently used and ready to be upgraded – perhaps a copy machine, printer, or break room? Then upgrade it! Virtual Alternative – give everyone a small allowance to upgrade something in their home office or purchase a fun item to keep them smiling all year long.

 

Do a brief survey, asking employees to praise other employees anonymously. Compile the responses into a brief appreciation video that recognizes each employee for the special talents they bring to the table. Make sure everyone feels mentioned and included! 

 

Play office Bingo, set up office karaoke, or play “name that tune.” Fun games are a great way to break up the work day and make it feel special. Virtual Alternative – Virtual karaoke is a thing, people. A wonderful thing.

 

Give fun awards out to each employee! Examples can include “most likely to respond to an email within the minute”, “office comedian”, or “best pre-coffee attitude”. Anything will do. Just remember to stay positive, inclusive, and personal.

 

Declare it a “no meetings” day! A clear calendar can be a huge sigh of relief for employees who need a chance to get caught up.

 

Party! Enough said…

 

Say thank you. Out loud. In the most genuine, heartfelt way you can. And, provide hand-written notes to all of your employees to show them you took the time to thoughtfully consider their individual contributions to the team. 

 

Whether you use these suggestions or come up with creative ideas of your own, the important thing is to make the day special, fun, and memorable for your employees.So add it to your calendar. Gather your supplies. And put in the effort to make Friday your most GRATEFUL Employee Appreciation Day yet!

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