The dynamics created by clever bullies in the workplace is complicated. Successful strategies to shift anti-social behavior require well-coordinated activities for three levels. Leadership First are those who truly have the power to decide the workplace will be free of abuse and intimidation. Leadership includes CEOs, boards and partners who …
You have all the right jobs filled, why are employees unhappy? Why doesn’t everyone get along? If you think you have a disgruntled ringleader, read on for information on how it starts – social dynamics!
Information management troubles? Is it just poor workflow or is it willful information hoarding! A good friend emailed me recently about the concept of information hoarding at work. I write and speak extensively about individuals who sabotage coworker performance and productivity at work. The act of withholding information is a common …
Every workplace has that one negative employee who brings everybody down and burns out their supervisor. This post lays out strategies for supervisors to deal more effectively and helps make the case that they’re harming employees and the company.
You know that abusive employee whose supervisor is afraid to confront? There are so many ways for it to go wrong. What if they change supervisors? What if they have legitimate grievances? You’ve just handed them a get-out-of jail-free card.
How bad is bad enough? Too bad to stay? Too good to leave? There are certain workplace challenges that no one should have to endure. But, can you insulate yourself from the toxic workplace around you? Read further for effective self-preservation strategies.
As HR professionals, understanding the source of difficult employee behavior is key to finding the most effective intervention. This article describes tactics and relative toxicity of six difficult employee types: Gossip Clearinghouse Emotional Victim Emotional Venter Negative Strategic/Toxic Gossip Gossips are highly social and are often friendly and well-meaning, but …
Ignoring abusive employees doesn’t pay. I am amazed that while abuse and intimidation goes on under their noses, senior leadership has no idea. Even when one or two employees speak up leadership is vulnerable to arguments that the complainers are fussy, picky, or over-emotional . . .
This topic is receiving increased attention today for a few reasons. First, 28 states in the US have reviewed or are reviewing legislation to make serious, targeted bullying a statutory crime (The Healthy Workplace Bill). Second, increasingly research shows the productivity cost to work teams bothered by these distractions. Third, studies also show …
There’s a useful concept from the study of adolescent mental health in “risk factors” and “protective factors.” According to this theory, there are certain family and social characteristics that may exert influence both negative and positive on the outcome of an adolescent’s eventual success . . .
