If you treat your employees as you would want to treated, most employment cases would never be filed.
Today’s schoolyard bully is tomorrow’s workplace bully. The question is whether Gen Z is prepared to handle the workplace bully.
Instead of fighting a losing battle by policing restrictive policies, treat this issue not as a technology problem to control, but a performance problem to correct.
Just like bullying isn’t tolerated in the pages of Workforce.com, there’s no place for it in the workplace either.
Yesterday, the anonymous 'so-and-so' example came to life here in Chicago.
How do we curb a rude micromanager? This particular supervisor treats both customers and employees with little respect. The problem is exacerbated by a district manager who refuses to document the infractions, and an assistant manager at the same location who is nearly as big a problem. The result is long-term employees giving notice, not to mention difficulty recruiting new people. Is it too late to intervene and redeem these leaders? Or should we start cleaning house?
—Talent Turmoil, retail trade, Richmond, Virginia
To paraphrase sportscaster Dan Patrick you can’t stop love at work; you can only hope to contain it.
The white people with the most interesting things to say in any situation involving race are the ones who shut up.
Bad communications can lead to harm, particularly at work where relationships are tied to our careers, opportunities, advancement, mentorship and the glue of true collegiality — trust.