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Tag: workplace behavior

|August 2, 2018|No Comments

Sexual harassment procedure

The issue of sexual harassment at work has been a problem for years, but is finally getting some of the attention it deserves. With a growing number of well-known and previously well-respected figures being implicated and shamed, all business leaders should be thinking about how this cultural shift will affect their workplace.

There’s much to be done in the way of understanding why sexual harassment happens, how it goes unreported, …

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|July 19, 2018|No Comments

Workplace training options

There’s little worse for an HR professional than seeing your training met with stifled sighs and surreptitious eyerolls.

It’s your job to make sure that the workplace training you present to your team is well-received and interesting. Otherwise, it has little chance of actually being effective.

To make sure the programs you choose will be met with more enthusiasm, you need to do a few things. First, make sure that …

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|July 12, 2018|No Comments

Tips for how to handle workplace conflict

We all know that conflict is an unavoidable part of life. Unless we live in the proverbial bubble or echo chamber, we’re going to run into ideas and people that we dislike or resist — often many times a day.

That’s generally a good thing. Conflict exposes us to new ways of thinking and can help us challenge our own assumptions.

But in other cases, conflicts become too emotionally charged. …

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|March 29, 2018|One Comment

Examples of Workplace Incivility

Any property owner knows that even a small leak in a pipe has the potential to do massive damage over time. Caught early, a leak won’t ruin much. Ignored long-term, it could cause the roof to cave in.

Headline-grabbing, egregious examples of bad behavior at work may seem like the equivalent of a burst water main. However, they’re usually the end result of less noticeable, long-term damage caused by legal …

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|March 19, 2018|No Comments

Sexual harassment bystander

Whenever the bad behavior of someone in a power position becomes public, initial outrage is quickly followed by shock that they were able to get away with it. Finger-pointing about who else knew, and how much they knew, begins quickly.

We tend to judge non-intervening bystanders harshly. After all, we think to ourselves, there’s no way that WE would have tolerated that kind of behavior if we’d known about

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