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”
I want to yell at people all the time…and since I’d win the competition for being the most impatient person around (I would), I’m surprised I’m not constantly yelling at people. But somehow I manage to hold back. There are a lot of bad supervisors who yell at employees and there are a lot of good supervisors who yell at employees (ok, the yelling part makes them not so good). Many supervisors are under a lot of pressure to keep the workplace humming…some to stay on budget, some to keep expected profit margins, others to get things done. And when an employee makes a mistake, perhaps what is considered a “stupid” mistake, or a mistake that has already been corrected, their supervisor might yell.
Whatever the reason, yelling rarely helps. It might feel good at the time, but the good feelings won’t last, especially when it creates the understandable bad feelings from employees. If you are an employee (you may be a supervisor yourself) with a supervisor who yells at you, you have to explain the consequences. If your boss doesn’t see the downside to the yelling, then you’ve got some thinking to do, or some people to help you out.
Take your supervisor aside and explain how the yelling isn’t helping…in fact it’s hurting. Explain what it does to you and how it’s not productive. If you screwed up, own up, but say the yelling doesn’t improve things. If you didn’t screw up, but something just happened that you aren’t responsible for, then explain and also mention how the yelling is a bad thing. You and everyone else will be much more productive if you’re not waiting to be yelled at – and demeaned – in front of other employees.
“Look, I know I screwed up back there and I want to make things right, or learn from this, but your yelling at me just doesn’t help at all. I feel like a child and I’m not a child. I understand your frustration, but if you want me to understand that I screwed up, you don’t need to yell to make me feel bad. Like everyone, I feel bad when I make mistakes, and I want to correct things. You don’t want employees to feel terrified of making mistakes, because that means I’ll be spending more time trying to get perfection than I will trying to get my work done and problem solving when things go wrong. Things go wrong…it’s how we make them better that counts.”
Stephen Hammond, B.A., LL.B., CSP
If you have any questions, please contact Stephen.
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