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”
When employees do weird or inappropriate things outside work, often that has no impact in the workplace and therefore it’s no business of the employer. However, when two employees get into a physical fight outside work, leaving one of the employees not willing to work with the other, you have to deal with this situation. If you have a workplace that is large enough to handle a transfer, then you may be off the hook. In preparation for the transfer, you might want to explain to the employee that you’re only going to do this once, so if this employee was the cause of the problem, they better change their behaviour. However, if you don’t have this luxury of abiding a transfer, you’re going to have to talk to the two employees and explain that they have to work things out. Maybe they will become friends again, or maybe they won’t, but work has to go on. Let’s assume your conversation doesn’t include a transfer.
Explain that you don’t have the luxury of a transfer, so unless one of them is going to quit work – which you don’t want – then the three of you have to find a way to work things out. Normally you don’t want to babysit grown adults, but your assistance in the process might just keep both employees and then you don’t have to spend valuable time finding a new employee.
“If I could transfer one of you, I would, but I can’t. Normally I’m not interested in what you get up to outside work as long as it doesn’t have a negative impact back in this workplace. However, your brawl outside work is now impacting work here because one of you refuses to work with the other. Both of you are good employees and I want to keep both of you. But if one of you won’t work with the other, then you’ll have to quit…and nobody wants that. Let’s talk about this rationally. A physical fight may be something you can’t forgive, but perhaps you can…that’s up to you to decide. And if you don’t want to be friends any longer, again, that’s your choice. But I’d like us to find a way that you can work together. Let’s sit down right now and discuss this…”
Stephen Hammond, B.A., LL.B., CSP
If you have any questions, please contact Stephen.
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