Tag Archives: Bullying

How To Handle Employee’s Fighting & Arguing

images(Post by Rick Dacri, March 1, 2016)

Last week, the CEO of a small manufacturing firm called me. He had just broken up a fist fight between two workers.

After he and his supervisor broke up the brawl, he sent them both home and called me. He was pretty shook up. He felt he knew what to do but wanted to be sure and frankly, I think he just needed to talk to someone who could be objective and unemotional. Turns out the guy who threw the first punch were a good employee; the other wasn’t. Both ended up losing their jobs.

Fighting in the workplace can never be tolerated and if it should ever occur, management must take action FAST. Whether it’s a verbal altercation or if fists are flying, either are forms of workplace violence.

Mangers and supervisors should immediately do the following six things: Continue reading

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NFL: “Abusive and Unprofessional Behavior”

Richie Incognito & Jonathan Martin

Richie Incognito & Jonathan Martin

(This post was written by Rick Dacri and originally distribute in the Dacri Report on March 1, 2014)

Americans love football. I am not sure if it is our national pastime, many think its baseball, but Sundays, it seems, are reserved for church and football. We revere our teams and players.

Football has been dominating the news and not in a good way. The NFL came out with its long awaited report on the Miami Dolphins. They found that Miami player Richie Incognito and two other players engaged in a pattern of “abusive, unprofessional behavior”-bullying against player Jonathan Martin, another player and a trainer. Martin, an up and coming 2nd year player quit the team because he could no longer tolerate the taunts.

The behavior in the Dolphin locker room, according to the NFL report, included racial abuse directed toward Martin, who is African-American; vulgar remarks about his mother and sisterhomophobic taunts; and ethnic remarks against a Japan-born trainer. What makes this even more outrageous is the Dolphin’s leadership claiming they were unaware of any of this. Hard to believe.

Michael Sam was an All American defensive lineman from Missouri and Continue reading

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Bullying: 5 Things Businesses Must Do To Resolve (Part 2)

(This guest post was written by Beth Myers, SBK Mediation, Inc.)

In my earlier guest post, Bullying: The Biggest Profit-Sucking Problem in the U.S. Today, I outlined the scope and impact bullying is having on the American workplace. Today, I will outline the 5 things every business can do now, innocuously to resolve workplace conflict:

1. Know.

~ The 8 Profit-Sucking Elements of Unresolved Workplace Conflict.
Calculating the cost of conflicts in your workplace tells you when to take action.

2. Train to set a new tone.
~ From the C suite down through the organization train in good listening skills.
~ Only 2 % of the population receives education on building good listening skills, 60% of our communication day involves listening and most of us are not good at it, though we think we are.

3. Modify your annual performance review process.
~ If you use forms, complete the forms but when it’s time to meet – set the forms aside. Save

forms for the second part of the meeting. First, allow time for open discussion about why the employee stays, what they enjoy most about working with your firm, where they’d like to grow with the firm, what they see as areas for improvement outside of their own performance. LISTEN WELL and check your personal biases! Good listening doesn’t mean you agree with or like the person or, that you will change how you proceed with the review, though you might.

4. Role Model.
~ Be civil, genuinely respectful and listen: don’t engage or support open hostility or a blame and shame game.
~ Communicate with both-ways clarity. Unarticulated assumptions and expectations are the most frequent escalators of conflict.

5. Resolve your organization’s most difficult, long standing conflicts now!
~ Focus on the problem not the people. The problem is the impact of behavior, not the person. Deliberately articulate how each person defines a problem then ask “Where do we go from here?”
~ Retain an experienced professional neutral to mediate.
~ Confidential, professional mediation allows parties to explore options for resolving the issues between them without fear of leaving a “s/he said s/he said” trail that will be used against them.

~ In most cases one or two meetings is all it takes. Up to 90% of mediated disputes result in agreement.

~ Mediation is not a place to skimp or to focus on legal beagles! Mediation is not about preparing for a legal case – it’s about resolution of deeply personal, costly, workplace conflict, making cultural change and getting on with healthier, more productive work.

Of course there are more steps you can take, more details to address, but these 5 things form the essential first steps core to a more productive, bully free workplace.

Beth Myers works with organizations on their most difficult and costly people problems: Resolving Workplace Conflict. Beth is a professional mediator, mediating nearly 500 cases since 2010. For readers of Rick Dacri’s Uncomplicating Management Blog, Beth Myers is offering a complimentary, 1 hour consultation or small group training on the 8 Profit- Sucking Elements of Unresolved Workplace Conflict. Send an email to: Beth@SBKmediation.com Offer expires in April, 2014.

You may also want to read:

Bullying: The Biggest Profit-Sucking Problem in the U.S. Today

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Bullying: The Biggest Profit-Sucking Problem in the U.S. Today (Part 1)

(This guest post was written by Beth Myers, SBK Mediation, Inc.)

What part of the $300+ billion annual workplace bullying problem will you fix?

Clearly, resolving a massive workplace problem represents opportunity to increase profit, improve employee engagement, enhance hiring and cultural brands – get you noticed!

Consider the obvious:

~ The cost of replacing an employee ranges up to 5x their annual salary, depending on their role, to say nothing of the cost of reduced productivity, sabotage/theft/damage, higher health insurance costs, stress related illness and absenteeism….that’s just the tip of the iceberg.

Why then, is the most easily reduced expense in organizations today also the most ignored and costly?

~ Bullying is status-blind harassment, often culturally ingrained, takes place behind closed doors.

~ Bullying is not illegal.

~ Legal requirements designed for an employer’s self-protection via documentation and subjective proof of targeted employee actions, intent, character may support bullying culture.

Workplace bullying takes many forms often beginning with minor acts of incivility; Continue reading

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Cost of Workplace Incivility

Incivility has consequences. We are becoming more sensitive to the problem of bullying, but incivility is also a problem  

 A 2010 WBI U.S. Workplace Bullying Survey shows that even “lower-level” disruptive behaviors in the workplace—the type of behavior that doesn’t quite reach the level of bullying or harassment—create a wide range of spillover effects. Of those who have faced incivility at work:

  • 48 percent intentionally decreased work effort.
  • 47 percent intentionally decreased time at work.
  • 38 percent intentionally decreased work quality.
  • 80 percent lost work time worrying about the incident.
  • 63 percent lost work time avoiding the offender.
  • 66 percent said their performance declined.
  • 78 percent said their commitment to the organization declined.

 Disruptive employee behaviors can create negative work environments and unhealthy consequences for employees. We know that employees who experienced bullying, incivility or interpersonal conflict were more likely to quit their jobs, have lower well-being, be less satisfied with their jobs and have less satisfying relationships with their bosses than employees who were sexually harassed. Furthermore, bullied employees reported more job stress, less job commitment and higher levels of anger and anxiety.

 Employers should take proactive steps to prevent workplace bullying and incivility, including company wide education, policy, complaint procedures, and swift investigation of complains. Remember, organizations where employees respect each other do not have problems of incivility and bullying.

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