| One workplace expert has helped companies in seven countries, from Fortune 100 companies and 20 person start-ups, reduce legal risks and improve productivity through effective work relationships.Here’s what she has to say about today’s workplace:
“If you’re not training every single one of your managers and employees on appropriate workplace behavior, you’re paying for it.”
From:Joni Johnston Thursday, 10:33 a.m. Dear Human Resources Professional, I work with labor law attorneys every day. And, they all tell methat every conflict that winds up in a settlement or alawsuit could have been resolved numerous times before an attorney got involved – if people had understood how to respond effectively. Asyou know, employment risks have never been higher. Liability for offensive behavior has skyrocketed, and even though the Supreme Court has provided guidelines for what is an effective corporate defense, most companies are not following them. Perhapsyou show a sexual harassment video or hand out a harassment/discrimination policy during employee orientation. You may think you’ve covered your bases by these actions, but you haven’t. Even the most comprehensive policy or entertaining video is not the “good faith effort” the Supreme Courts has outlined. According to the courts, “reasonable effort” means training all of your managers and employees onwhat is potentially offensive behavior – and how to respond should it occur. After working with human resource and employee assistance professionals for over a decade, I hear alot of valid reasons to avoid spending the time and money on appropriate workplace behavior training. But make no mistake — every day that goes by without an informed and well-trained workforce is costing you thousands of dollars in lost productivity and putting you at risk for costly legalaction and bad publicity.
It’s a Maze Out There Humanresource professionals who recognize the need to take reasonable steps to prevent harassment and discrimination, and to provide clear guidelines about how to get these situations resolved, often wind-up feeling confused and paralyzed about how to get it done. In-house harassment/discrimination prevention training is often met with considerable resistance, and, frankly, is not taken as seriously as information provided by an outside expert. Yet, as increasing media attention on big dollar lawsuits has created a market for harassment and discrimination prevention training, many instant”experts” lack the experience or the background to effectivelyaddress these sensitive topics. Human resource professionals know choosing the wrong vendor can be worse than taking no action. 7 Reasons to Put It Off — And Why You Shouldn’t Appropriateworkplace behavior training is easy to put off. Unless you’re dealing with a harassment or discriminaton lawsuit, no one is asking for it. Senior management would much rather spend their time and money on today’s problems than worry about preventing future ones. Not only does human resources usually wind up bearing the responsibility for getting this kind of training through the approval gauntlet, they then have to do all the implementation and follow-up. No wonder Ihear these 7 objections time and time again: 1. We did harassment and discrimination prevention training at a company I used to work for and it made things worse. 2. I’m too busy putting out fires to deal witha problem that may occur sometime in the future. 3.I can’t get top management’s support.
4. There’s no way to measure if training is effective.
5. Our people can’t afford to take the time off work.
6.I’m afraid training will make people think about suing or result in more complaints.
7. I don’t want people to be afraid to talk to each other.
See For Yourself Ifyou’ve read through some of the above objections, you realize there really isn’t a good reason to put off training your entire workforce on what behavior is most effective at work– and what behavior to avoid. Let me help you get started by offering you: 1.A FREE evaluation of our entire Appropriate Workplace Behavior certification series. 2.Three months of complimentary e-mail coaching and consultation if you sign up at least 20 people in your organization by June 1. That’sright. If you register right now you’ll receive a free, no-obligation evaluation of the full Appropriate Workplace certification series, plus your organization will receive three months of free e-mail coaching if you sign-up 20 or more participants within the next 30 days. Quit Thinking About the Law Okay,I’m a “shrink,” not an attorney. My personal belief is that any behavior that hurts feelings or disruptswork relationships is inappropriate at work. I’m a “relationship” person. But, there are also solid monetary reasons why it’s not enough just to train your staff on harassment and discrimination laws; you must address workplace conduct that creates interpersonal tension and conflict. Even if it isn’t illegal, it’s costing you money. Bullying/general hostility is four times more prevalent than illegal harassment or discrimination, and 82 percent of the targets eventually quit their jobs to stop it. It’s understandable that companies tow the line forbidding offensive behavior directed at protected classes, but fail to address the myriad of inappropriate workplace behaviors that hurt feelings, lower motivation and cause people to quit their jobs. It’s time to quit focusing on the law and help your employees and managers eliminate any inappropriate workplace behavior. It’s time to help your managers and employees understand what behavior is most effective at work so they can make the most of your human capital. Do you have a workplace conduct policy? Is your harassment and discrimination policy tied to your corporate values? These are justa few of the ways you can begin to set an appropriate workplace behavior tone in your company. We’ll show you how. I Know What I’m Talking About Believeme, I’ve learned from experience. As a clinical psychologist and CEO of WorkRelationships, I’ve seen the impact inappropriate workplace behavior has on a workforce.While I was in private practice, I saw clients calling in sick and quitting jobs because of interpersonal conflict. Over a decade of experience with corporations like Nokia, Ericsson and Radio Shack has taught me the value of proactively addressing appropriate workplace behavior and establishing a workplace conduct policy and corporate tone that rewards interpersonal effectiveness and disciplines inappropriate conduct. Havingserved as an expert on both sides of the fence in employment litigation, I also know the financial and emotional toll litigation takes on everyone involved – even if you win. That’swhy I put our Appropriate Workplace Behavior certification series online. I want to add to your bottom line – not justprotect it. I want your managers and employees to know what behavior is most effective at work, not just what to avoid. In fact, I’m so convinced of the value of this program that ifyour managers and employees are not completely satisfied,I’ll refund you your money within 30 days.
Take advantage of our time-limited offer. Sign up fora free evaluation of our Appropriate Workplace Behavior certification series before June 1 and receive three months of complimentary e-mail consultation if you register at least twenty employees within 30 days.Even if you decide not to use us, the evaluation is free — and you’ll have some great ideas for how to encourage appropriate workplace behavior in your company. We’re confident,though, that you’ll quickly see the benefits of making this series available to all your managers and employees, especially since we provide complimentary three months of e-mail consulting to every single attendee. and let us know what you think! We look forward to working with you. Here’sto effective work relationships, Joni E. Johnston, Psy.D WorkRelationships |
