How can I create a fear-free working environment?
There are two sides to this issue: countering the negatives and promoting the positives. Countering the negatives involves making sure that any events or tendencies which contribute to a culture of fear are strongly and positively dealt with, rather than brushed under the carpet or allowed to fester. Sometimes managers feel reluctant and anxious to tackle such issues and, as a result, they may fudge them. Unfortunately, this is likely to contribute to a culture of fear, as it undermines any sense of security staff may get from the strong leadership example of their manager. If you are serious about creating a workplace free of fear, then clearly it is important to make sure that all such instances are tackled, either as and when they occur or at the earliest suitable opportunity. To pretend they have not happened or to play them down is likely only to contribute further to the problem.
While countering the negatives is clearly important, it is also necessary to go beyond this in terms of promoting the positives. This involves making sure there is a clear message to all concerned that bullying and harassment are unacceptable and will not be tolerated. Some managers have tackled this by creating or amending an existing team philosophy document to include a section which acknowledges the existence of bullying and harassment as a problem in the workplace, but also makes it clear that, in this particular workplace, any such behaviour will not be accepted. This is important for two reasons. First, it gives a clear message to anyone who may be tempted to indulge in such behaviour and, as such, this can be a very strong deterrent. Second, having such a statement clearly established also makes it easier for people to challenge unacceptable behaviour. It is easier to refer to a specific clause in a philosophy document or equivalent statement, rather than simply attempt to tackle the issues in a vacuum without the back up of a specific document. If your organisation has a policy on bullying and harassment, this can usefully be referred to in your team philosophy.
Promoting the positives also involves looking at what can be done to create a positive and constructive atmosphere in which people feel valued and supported. Much of this involves leading by example: giving praise and positive feedback where they are due and also giving negative feedback in a constructive and helpful way whenever that is also needed.
Finally, you may find it helpful to turn the situation on its head in order to gain a staff perspective. That is, imagine that you were an employee in your team. What would you want from your manager in order to feel safe, secure, valued and supported? Are those things currently in place? If not, then this will give you an idea of what needs to be done to promote a more positive atmosphere. And, of course, a good leader will not only imagine form his or her own perspective what staff would welcome I a supportive team atmosphere, but also actually ask them. Consultation on such issues is a very good first step.
Dr Neil Thompson
www.neilthompson.info
Learning resources to help you manage bullying and harassment issues and other situations that can arise when dealing with people
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Tackling Bullying and Harassment in the Workplace (Russell House Publishing, 2009)Bullying and harassment are increasingly recognised as major problems in the workplace, and can occur whenever staff or managers abuse or misuse their power over others. They can have devastating results on the individuals concerned, and also cause significant difficulties for the organisation itself, in terms of: reduced effectiveness caused by the tension and ill-feeling generated; legal problems; and the risk of the organisation gaining a reputation for being a poor employer. Order from the Avenue Learning Centre |
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DVD ResourceTackling Bullying and Harassment (Avenue Media Solutions) This DVD has been prepared to help a wide variety of people to develop their understanding of the need to tackle bullying and harassment in the workplace. It is a 35 minute presentation that is divided into five parts. Part One defines and explains bullying and harassment Part Two explores the causes underlying the problems involved. Part Three outlines the costs of bullying and harassment. Part Four discusses how we can prevent these unacceptable behaviours from occurring. The final part examines how we can and should respond to bullying and harassment when they do arise. This DVD offers a sound foundation for more confident and effective approaches to situations that involve bullying and harassment. |
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