Stephen Hammond's
Tip #25 — WATCH OUT FOR SOCIAL MEDIA
It’s hard to keep up with the number of social media bungling that gets people into deep, deep trouble. I’d list them here, but by the time you’ve read this, many, many more will have hit the media. While I was concerned about Rosanne Barr’s racist tweets, I wasn’t that concerned about her losing her TV show. (I was more concerned about the many people working on the production.)
In the real world, away from Hollywood, there are plenty of people losing jobs, or receiving severe discipline when they post something on social media. While the “world wide web” started out as a free-flow exchange of information, with virtually no censors, that’s no longer the case. When an entire election can be negatively influenced due to social media posts, there was a realization about the need for limits on what people can say and write via the internet. And when it comes to the workplace, that’s even more-so.
Let me give you an example. Let’s say 30 years ago I made a disparaging comment about a colleague in a meeting at work. Let’s also add that the comment made is completely untrue – so I’m lying and possibly hurting the reputation of another person. In these “old days,” before all these electronic devices, my hurtful comments would likely only go so far, thereby inflicting a limited amount of damage. A colleague might mention it to their spouse while others might pass it along to a few friends having dinner that night. A few others might say something over a phone (remember, we’re talking “olden days” so the phone is attached to a wall). In our example, these disparaging and untrue words might do damage, but they will only go so far.
Whereas today, if I make the same lying and disparaging comments on social media, anyone who has access to the internet may see or hear what I have to say. And since it can be replicated to other forms of electronic media, it allows a lot of people to see or hear, therefore creating more potential of greater damage to the reputation of my colleague.
That is why I’ve noticed that when an employer has simple, yet solid evidence of harm to the employer’s reputation or the reputation of an employee, their severe discipline or termination of employment is more often than not upheld by an arbitrator, adjudicator or judge. Not always, but I clued in a while ago that I’m seeing harsh discipline given the thumbs up when an independent person looks at it objectively.
If we move away from my example, and talk about other opinions that are getting employees (from the top to the bottom) in trouble at work, I get that some people feel this is intruding on their right to speak/communicate freely. I think there’s some merit to this, but I don’t set the rules. This is the reality we’re living in and people need to think carefully before posting something that will get them in trouble at work.
SUPERVISORY SUGGESTIONS:
Talk up the risks of social media – because employees need to hear it. There is now a whole generation who has been brought up with social media and wrongly thinks they can post anything they want without consequences. Let employees know there are limits to what they can post.
Watch out for yourself – as supervisors are expected to set a better example. I see many a legal case where the actions of a supervisor are judged more harshly than a non-supervisory employee. An employee may get off the hook, or endure mild discipline for the same incident that may get a supervisor fired. Being a role model ain’t easy.
Re-read before sending/posting anything – as you’ll often catch an innocent mistake. Whether we’re talking emails or social media posts, I re-read everything I write before sending it off. It helps with spelling and grammar (and those pesky auto-corrects I don’t want) but the real benefit comes when I realize that my words may be misunderstood. Or that my humour is my own and won’t always translate well for others.
Tip #26 — FOCUS ON WHAT YOU CAN CONTROL
In January 2019, a poll came out showing 46% of Canadians were $200 away from financial insolvency. This poll is very similar to other polls in both Canada and the United States, and what it’s saying is that for the people who responded to this survey, if 46% had to pay a $200 dental bill, or their car needed $200 in repairs, they would not be able to cover it.
So how does this relate to workplace supervision?
When I speak to people about workplace issues, sometimes supervisors will tell me how they pride themselves on being open about listening to concerns. If we’re talking sexual harassment, racial discrimination, bullying or any inappropriate behaviours, they have let their employees know they can come to them for help. And with employees knowing how open their supervisors are, it perplexes these supervisors when such an employee is in any way intimidated to bring issues forward.
But there will always be factors which prevent a reasonable, rational person from speaking up. One of those reasons is that if they are at their personal financial breaking point, they won’t risk an even 1% chance that their job or regular pay will be jeopardized. Not 1%.
So what does a good, productive, caring supervisor do?
I think the best approach is to convey the message to all your employees that you:
- Require a respectful workplace, free of inappropriate behaviours;
- Want employees to speak up to anyone who exhibits bad behaviours;
- Understand if they don’t want to speak up directly, or their speaking up didn’t work. Instead, they can come to you and anyone else your workplace has designated, to seek advice/protection/remedy;
- Will ensure the truth comes out, regardless of how another person howls, or how powerful a person is within your workplace…hence they should speak the truth.
Of course, if you can’t back any of these up, either by your own past experience, or because your workplace doesn’t truly support their employees, then don’t say those things. However, most workplaces want these protections and do in fact deliver on them. But sometimes someone has to speak up.
If an employee, with money problems, or concerns about wanting to fit in, or for any other reason, is reluctant to speak up, then hopefully they’ll weigh the odds and listen to your sincere promise of support. You can’t have control over everything going on in an employee’s mind, but you do have control over how your workplace issues are resolved. Focus on the things you have control over.
SUPERVISORY SUGGESTIONS:
Work with your policies – as they set out what employees can do. Every company has decent policies surrounding workplace behaviours. Ensure your employees, independent of you, know their options if they encounter inappropriate behaviours. That way, if you’re away, they still know what to do.
Talk it up – as a reminder. I’m sure your employees have received some level of education regarding harassment and other behaviours. But we all have a lot on our minds and repetition helps. You’ve got a workforce to run, so these reminders don’t have to be all the time, but they should be often enough to help people out.
Be a role model – since that counts more than policies and words. You don’t have to be perfect, but you should be the role model where employees think, “that’s how I like to be treated.” If you exhibit good behaviour, it will inspire (yes, inspire) people to behaviour in a similar fashion and even to speak up on their own, before they ever have to come to you. And of course, they’ll know they can come to you with great comfort, for even uncomfortable situations.
These are TIPS 25 & 26 of 26 BI-WEEKLY TIPS for managers and supervisors.
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