It’s no surprise there is increased attention in our workplaces to ensure respectful cultures are in place with the recent awakening our world has had following the spotlight brought about by the resurgence of the #MeToo movement over the course of the past year or so.

As you know, culture in an organization is driven by the executive leadership’s actions (see my recent blog on commitment vs. action) and flowed down to the individual workforce.  And, businesses need a great culture in order to achieve superior results.

What is the culture like at your organization?  Does it tolerate workplace harassment and/or bullying?  Does it turn a blind eye and hope that poor behaviors go away or problems resolve themselves? Or is your company’s culture such that it shuts down harassment before it escalates?  Is it a culture of respect and appreciation?  Read on if you want to know the secret to create a positive culture.

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Remember, all the information in this blog post is published in good faith and for general information purpose only.  I am not an attorney, nor do I provide legal advice. The information provided is my personal opinion and not that of any organization, business, company, agency or other individuals.  The author is not liable for any losses or damages related to actions or failure to act related to the content of this article. If you need specific legal advice, consult with an attorney who specializes in your subject matter.  Any action you take upon the information you find on this website (www.hrraw.com), is strictly at your own risk.

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Penny Horton | July 18, 2018

As a human resources professional with over 17 years’ experience in the corporate world, I’ve had the opportunity to lead numerous anti-harassment campaigns, conduct hundreds of employee relations investigations, deal with too many examples of unscrupulous behavior from the front-line employee level to the c-suite, settle mediations with the EEOC over alleged retaliation claims, handle numerous EEOC audits and have even been involved with an EEOC directed investigation on age and ADA discrimination claims.  Through all of these experiences, I’ve learned several valuable lessons.

Lesson’s Learned

Most conflict arises from misunderstandings.

Listening well isn’t a skill that comes naturally to most people.  In so many employee relations issues I’ve dealt with over the years the situation has boiled down to something like someone misunderstanding what someone has said, taking something out of context, overhearing something that wasn’t necessarily accurate, sharing something that was unintentional or the like.  Although it does happen, I would say situations in which people are purposefully harassing others is more the exception than the rule.

Therefore, if you can get two individuals to civilly discuss the situation with an open mind then you can typically resolve the conflict.

Most conflict is better resolved if it can be done so without HR’s intervention.

Employees who can positively address and resolve workplace conflict on their own, without having HR or leadership intervention, are better teammates.  Teams that are able to face adversity and overcome are stronger than other teams.  The ability to resolve conflict internally is a sign of a strong team.

Employees’ have the most influence over a company’s culture.

There are typically more frontline employees in an organization than there are leaders.  Employees are in the environment working side by side with each other all day long.  They spend the most time there and have direct contact with the work and each other, more so than any leader.  The way the employees interact and treat each other when the leader isn’t looking is the real picture of the company’s culture.  If the employees won’t tolerate harassment and are empowered to shut it down before it escalates then you will have a winning culture.

Most workplace anti-harassment trainings are missing the mark.

The vast majority of anti-harassment trainings are heavily compliance based.  They spend an exorbitant amount of time explaining the don’ts, the legal consequences and the imposed penalties for violations.  They should be spending more time on creating a positive culture, giving employees real tools on how to handle harassing situations and what actions to take to positively influence the workplace.

Creating a Positive Culture

In order for employees to be able to shut down harassment before it escalates, you have to ensure they have the knowledge, skills, and tools to be able to handle situations.  You can’t do this in a one-time training session.  You have to create a culture and environment by repeatedly exposing them to practice sessions….safe environments where they can apply the knowledge, skills, and tools and receive real-time feedback on their performance.

When you can authentically answer yes to each of these questions, then you will have successfully created a common set of expectations by which individuals can operate: A culture of respect and kindness!

Empowered employees can positively influence the workplace when they…

…Know both the guidelines as well as the values the company expects everyone to uphold.

• Do they know what good behavior and bad looks like?
• Do they know their rights?
• Can they explain the policy clearly and correctly to others?
• Do they understand the behavioral standard is more than just not breaking the law but “being respectful and kind” to everyone?

…Are knowledgeable, practiced and equipped to stick up for themselves and others.

• Do they know how to tell a harasser to stop respectfully yet firmly?
• Do they understand the obligation they have as an employee to uphold the values of the organization and be an advocate of respect?
• Have they been given ample opportunity to practice these skills in a safe environment with positive reinforcement on a regular basis?
• Do they understand they can be an advocate of respect?

…Know how to get help when it’s needed.

• Do they know who in the company is there to help them if the situation isn’t resolved after a harasser has been told to stop?
• Do they understand and trust the complaint and investigation process?
• Do they know what to expect if they escalate the issue?

…Know how to apologize, forgive and move forward.

• Do they know the value of an apology?
• Are admitting to mistakes and apologizing for a common practice in the workplace?
• Do they understand the value of forgiveness?
• Are accepting apologies and moving on a common practice in the workplace?
• Have they been given ample opportunity to practice giving and receiving an apology in a safe environment with positive reinforcement on a regular basis?

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Reality Check

If you answered NO to any of the questions above and need help creating a positive workplace culture or addressing workplace harassment, Who’s Your HR? can help!  I am available to provide training, conduct investigations and customize solutions to help you build the culture you want in your organization.

Who’s Your HR? is available to assist you with HR consulting, contract or project work.  Please review the Solutions and Service page or find my contact information in the menu to the left of this article.

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