If your harassment prevention program is about sitting employees in front of a video, you’ve failed. Passive programs do not prevent or address workplace harassment. Read futher about a strategic approach much more likely to address the issue in your workplace!
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.
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 . . .
Not listening to employee complaints or failing to act decisively will lead to disgruntled employees over time. Disgruntled employees are the ones who sue. Though most employment-related legal issues are avoidable many companies never work on prevention. They stay in reaction mode. Unfortunately, once you are sued by an employee, …
