Here's a FREE selection of articles that address many different problems and situations in your workplace.
WHEN A PERSON IS CALLED ON THEIR COMMENTS OR JOKES,
THEIR RESPONSE IS "IT'S ONLY A JOKE" OR “CAN'T YOU TAKE A JOKE?”
A WOMAN IN A MALE DOMINATED WORKPLACE GETS LESS THAN KIND
COMMENTS FROM THE GUYS AND WHEN ASKED ABOUT IT QUIETLY,
SHE SAYS IT DOESN'T BOTHER HER, OR SHE CAN TAKE IT
ASKING A PERSON WHO IS CONSIDERED A "MINORITY"
TO DO TASKS OTHERS ARE REQUIRED TO DO, YET THEY CRY FOUL
EMPLOYEES WHO MAKE DISPARAGING COMMENTS ABOUT MANAGEMENT AND MANAGERS WHO MAKE DISPARAGING COMMENTS ABOUT UNIONS, GENERALLY
WHEN SEVERAL EMPLOYEES MAKE DEROGATORY COMMENTS ABOUT
ANOTHER EMPLOYEE, WHO IS NOT PRESENT, AND OUTSIDE OF WORK
WHEN SOMEONE TELLS A JOKE, MOST PEOPLE LAUGH, BUT IT'S INAPPROPRIATE, ESPECIALLY FOR ONE PARTICULAR EMPLOYEE, BUT NO ONE SAYS ANYTHING
WHEN EMPLOYEES DON'T WANT TO PICK UP THE SLACK BECAUSE A CHRISTIAN EMPLOYEE NEEDS TIME OFF FOR MASS AND WON'T WORK ON SUNDAYS
WHEN AN EMPLOYEE TAKES PART IN REPUGNANT, BUT NOT ILLEGAL ACTIVITIES, SUCH AS A WHITE SUPREMACIST GROUP, OUTSIDE OF WORK
YET NEVER SAYS OR DOES ANYTHING AT WORK
WHEN TWO EMPLOYEES WERE VERY GOOD FRIENDS, BUT HAD A PHYSICAL FIGHT OUTSIDE WORK AND NOW ONE OF THEM WON'T WORK WITH THE OTHER
OVER SOME OPEN FORM OF COMMUNICATION (RADIO OR GROUP EMAIL) AN EMPLOYEE STATES ABOUT ONE OF THE GUYS, "IT MUST BE THAT TIME OF THE MONTH" BECAUSE THIS FELLOW WAS BEING TOO EMOTIONAL
WHEN A WOMAN CAN’T DO THE SAME PHYSICAL WORK
A MALE CO-WORKER CAN DO, BUT IT’S ONLY A SMALL PART OF THE JOB
WHEN A PERSON APPEARS ALMOST RUDE IN EMAILS, BUT IN PERSON THEY COME ACROSS DIFFERENTLY – CONSIDERATE
WHEN SOMEONE WON’T TAKE “NO” FOR AN ANSWER – THEY HAVE EXHAUSTED ALL APPEALS AND PEOPLE DON’T SEE IT HIS WAY
WHEN SOMEONE IS AFRAID TO SAY ANYTHING TO SOMEONE WHO IS “DIFFERENT” FOR FEAR OF A COMPLAINT OR INSULTING THESE PEOPLE
PERSONS LOWER THEIR VOICES WHEN TALKING ABOUT SOMEONE WHO IS (WHISPER) “BLACK”
Sometimes people just don’t get along. Perhaps they are too different. Maybe they’re too much alike. Either way, their inability to get along is causing a problem because it either impacts their own workplace relationship and/or it spills over and has a negative impact on others.
Time is wasted as they argue and banter back and forth. Or one or both of them spends valuable time scheming and setting up what seems like gangs, by getting people on their side and against their “opponent.” All round it’s just a big waste of time that could be more productive if the same energies were put towards workplace initiatives.
As a supervisor you need to deal with the disruption they cause on particular behaviour, but if you realize it’s going deeper than that you shouldn’t be wasting your time dealing with each duel. You’ll need to address the entire working relationship.
Talk to them separately and address your concerns about their personality clash. Let them know you’ll be having a meeting with both of them with the goal of resolving this issue. This will give them time to think about what they can do to improve the workplace, especially if you let each one know that carrying on in the same way, or blaming one another will not be an option discussed in the meeting.
“Now that you’ve both had a chance to think about what we discussed individually, I’d like to address the way we’ll work towards resolving the ongoing issues that are at the heart of the problem. Where do you suggest we start?”
“I won’t entertain hearing how you think the other person is at fault. Sometimes people just don’t get along and that appears to be the case with you two. However, your behaviour is not only disruptive to you and others at work, but it’s a waste of my time refereeing your matches. You don’t have to be friends, but you do have to work together in a way that is respectful and helpful to one another and our department.”
“Since we already spoke individually about what needs to be corrected, can each of you please tell me what you’ve decided to do to positively contribute to the workplace? Perhaps there are subjects you need to stay away from. Perhaps you know of the strengths and weaknesses that each of you possess, so that you can work on your strengths and be a support for one another. I’m sure you’ve given this some serious thought, so I’m looking forward to hearing your ideas.”
Stephen Hammond, B.A., LL.B., CSP
If you have any questions, please contact Stephen.
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