Do your employees respect one another? Your customers? Your company as a whole? No matter how hard you try to enforce a positive workplace culture, it can all be undone in a moment by one rogue tweet, email, or comment across the water cooler. A workplace where incivility is accepted, ignored, or brushed off can become a toxic environment, which is bad for productivity in the short and long run!
The EEOC has finally come to realize that a culture of workplace civility and respect is the key to harassment prevention, and this culture must be supported from the top, managed by managers, and lived out at all levels. In other words, while everyone must engage in civil behaviors, managers must have the tools to step in and correct bad behavior. Unfortunately, many are unaware of how to change or turn around bad behavior because the organization has failed to teach them, so over time it becomes the organization’s culture.
It can be hard to resist the rumor mill—workplace drama can be a diversion like none other. But gossip and rumors also can infect your workplace and should not be tolerated or condoned. It’s all too easy for some employees to take it to a next level, harassing or bullying another employee. This clearly should not be tolerated.
Anyone not stepping in to put a stop to these behaviors—whether an employee, supervisor, or manager—unknowingly reinforces them. For a civil work environment, all employees (from top to bottom) need to know what to say and when.
Even if a manager happens to ruffle feathers unintentionally, it may help to ask the employee or to provide an open door so employees feel they can come to you. It’s not always clear—some employees tend to lick their wounds in private. But understanding your employees, what makes them tick, and what they care about, can go a long way toward straightening things out.
If you want to change the atmosphere from a workplace of incivility, you’ll need to build respect and trust. Find out more about how to nix incivility and build a more positive, productive, respectful work culture by attending a rebroadcast of a widely popular webinar on the topic with an expert on respect in the workplace on July 9.
After attending this webinar, you will be able to:
- Take an honest look at their workplace and determine whether there is a culture of respect or a culture of negativity
- View bad behaviors on a spectrum from incivility to violence, and understand them as a social phenomenon of which everyone plays a part
- Recognize how employees, managers, and leaders may inadvertently support a negative environment
- Work to change organizational risk factors for rudeness, bullying, and harassment
- Review and update your harassment policies, and ensure they are communicated to the workforce
- Communicate clearly with your employees and allow them to communicate with you when things are not good at work
- Realize that not addressing incivility is causing people to lose their trust in you—and rectify that
- Come away with techniques to use when a negative employee blames others or denies responsibility
- Apply coaching tips for confronting bad behavior and share with management
- And much more!
YOUR EXPERT INSTRUCTOR
Catherine Mattice Zundel, MA, SPHR, SHRM-SCP, is an internationally recognized expert on the topic of workplace bullying, and she partners with her clients to effectively eradicate it through proactive, strategic approaches. She has also served as an expert witness several times in bullying-related cases and has published articles in a variety of industry trade magazines, appeared on CNN and NPR, and been cited in nationwide news venues such as Forbes, The Washington Times and Psychology Today.
She co-authored the book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, which Ken Blanchard called, “the most comprehensive and valuable handbook” on the topic. And she’s released a second book entitled, SEEKING CIVILITY: How Leaders, Managers & HR Can Create a Workplace Free of Bullying, and third entitled, Stand Up, Speak Out, which is a collection of stories of survival from people who have been bullied.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification.