Respect at Work
|Posted on 27 October, 2019 at 17:00|
Image by Peggy und Marco Lachmann-Anke from Pixabay
Burn-out seems to be a current HR topic and this year the World Health Organisation declared workplace burnout to be an occupational phenomenon. WHO defines workplace burnout as “Burn-out is a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed."
We're just coming out of Work Safe Month where the theme this year has been Safe Bodies, Safe Minds, I attended a few events and the turn out was fantastic. It seems that more organisations are realising that as important as R U OK? Day, Mental Health Week and Stress Down Day are, it's simply not enough to just have one-off events. Mental wellness needs to be part of the organisations DNA.
So how does that happen? How do you move from awareness days to a genuine accepting and inclusive culture where everyone can safely speak up? Unfortunately I guess that for some industries this is easier than others, it shouldn't be but I think it probably is, but that just means that those industries have to try harder to live and breathe safe listening cultures.
I watched an extremely confronting and yet necessary film yesterday — this film has been made for police and I supported my chronic PTSD diagnosed wife through 40 minutes of very hard viewing. The emotions I felt though this film were extreme and this led to much contemplation over the last 24 hours. My contemplation wasn't just about emergency service workers; dangerous situations and emotional demands are part of many industries. For the person living with the stressors, the seriousness of the pressure to meet demands is not measured by one industry against another. The workplace stressors for the Police Officer, the aged care worker, or, the apprentice electrician might differ but all are potentially dangerous for that individual.
In those industries where time off more than likely equals staff shortages and those staff shortages equal potentially dangerous situations, how much extra pressure does that apply? When just the 'normal' pressures of a job involve human trauma and tragedy (but it's 'just' part of the job), and those pressures start to seep into your subconscious how do accept/admit you are struggling? How do you recognise when you are affected in an industry where you have to be strong and in control? How do you speak up and ask for help knowing that your colleagues have the same experiences? How do you have a voice when those in power condemn you for being weak? How do you not make mistakes? How does that stress not impact every other area of your life?
I guess this film and others like it are a start, but we all HAVE to keep the conversations and the awareness happening. By creating awareness of the mental health risks in any industry, by creating safe and supportive environments where individuals can speak up and get assistance before they need time off, we will create change.
Many individuals still think that speaking up equates to 'being weak' or 'not being good enough', but this isn’t the case at all. Our working world is fast-paced, stressful and often under resourced — it's easy to feel over-whelmed. The first important step (after being brave enough to recognise how you are feeling) is to be open and start having a real conversation with someone you trust. A safe, respectful, accepting and inclusive work culture will provide opportunities for trusted conversation options but this doesn't just happen, this takes work and is a whole workplace commitment.
A safe, respectful, accepting and inclusive work culture can help to create a healthy set of boundaries and strategies for you at work. If you don't know how to create a safe, respectful, accepting and inclusive culture where everyone can safely speak up then ask for help. Respect at Work can talk to you about your workplace situation and help find the strategies you need.
|Posted on 10 October, 2019 at 3:40|
Today is World Mental Health Day and I've made my mental health promise to Help reduce stigma around mental illness to make way for more people to seek help https/1010.org.au/mhp/promise-23843/.
Mental Health is no longer a secret to be kept from the workplace but we still have work to do to make it more visible and to ensure people are safe to disclose if they wish to. Make your own promise here https/1010.org.au/make-a-promise/ and be part of a world-wide movement to improve mental wellbeing in our community. #MentalHealthPromise.
About one in five Australians will experience difficulties with their mental health at some stage of their lives, and if I think of my circle of friends and family there are very few not touched in some way by troubling anxiety, depression, PTSD and other conditions. These conditions can affect how a person feels, thinks, behaves, and interacts with other people on occasions. Workplaces, work processes 'the way we do things here', and colleagues can significantly affect a person’s capacity to continue (and thrive) in employment. Mental health and wellbeing awareness takes away stigma, breaks down barriers and equips us with the tools to understand and have better conversations. It is good to see many workplaces embracing this awareness but we can all do better. Every person you meet is dealing with their own daily journey and for some that journey is easier than others. If today your journey is an easy one, reach out, open your eyes, start a conversation, be present — make a difference.
This infographic from SafeWork Australia gives a great overview of the mental health status in Australia, print it out, email it around the office, start discussions. https/www.safeworkaustralia.gov.au/system/files/documents/1901/mental-health-infographic-v2.jpg
|Posted on 24 September, 2019 at 1:05|
Image by John Hain from Pixabay
Incivility is contagious but so is respect
To quote a recent Gartner Survey (June 2019), 'the data reveals that the number one reason employees cite for leaving their job is respect, or lack of it. Respect rose seven places in 1Q19 to become the leading driver of attrition among Australian workers.'
Employees who feel respected in the workplace are happier, more present and more engaged.
Employees who feel disrespected in the workplace are more likely to be resentful, disengaged and looking to take their talents elsewhere.
Training participants often tell me that they demonstrate respect to all clients, regardless of their personal feelings towards that person. They say that they would never disrespect a client - this is to be expected. Customer service is important, and I know that personally a friendly and positive (respectful) exchange from a service provider can leave me smiling. Scientists tell us that smiling can help release our 'happy chemicals' (dopamine and serotonin), or, as my Mum always said; 'a smile tricks your brain into feeling happy’, seeing people happy certainly makes me feel brighter.
So, knowing that smiles are contagious can respect also be? Let's look at the opposite; think of a disagreement that spirals out of control, one person raises their voice, doesn't listen and uses unpleasant words (hmm = disrespects), before you know it the other person is acting the same way. Or, we've all been in situations where our happy vibe is affected by a room full of negativity and misery — so, disrespect CAN be contagious.
Imagine a situation (workplace) where colleagues treat each other well; they pay attention, listen, don't gossip, value opinions and individuality and don't judge - imagine a new person coming into this environment - an environment where they are welcome and supported to be their best selves. In this situation respect becomes the norm, the benchmark for colleagues to measure up to. New employees 'catch' the respectful behaviours thus continuing the respectful environment.
We're all responsible for our workplace behaviour, let's actively engage in and encourage the culture we want to be part of.
|Posted on 2 September, 2019 at 20:50|
Image by Robin Higgins from Pixabay
A good friend once quoted her Mum to me "Silence is golden, but sometimes it's just plain yella", I loved the quote so much that it lives permanently on my office whiteboard.
Is what looks like an amiable culture really just a culture of suffering in silence for some workplaces? Am I a coward if I don't speak up, am I an aggressor if I do? Everyone in a workplace needs to feel safe to raise an issue, confident that it will be received well and/or handled appropriately without needing to shout about it or feel that they are out of line. It is wired in us…people won’t be honest and speak up about what is important to them unless they feel safe to do so.
I started my working life with a ten-year career in hospitality and for us communication training was a constant. Back then (and it is a while ago), the industry knew that communication was the key to good service both for internal and external customers. So, what's changed? Communication skills training is rarely seen within a suite of compliance training — yet, open and easy communication is the foundation to comfortable workplace cultures.
We all have our own style of communication (and our own communication strengths and weaknesses), when not facilitating I am an observer, I like to sit quietly and take in the room. I appreciate opportunities to keep my silence before I speak as I believe that everyone has opinions and most have merit, I like to hear and consider the perspectives of others. My communication style does not suit every situation, if I just observe without speaking does my silence become 'yella'? There is nothing wrong with silence unless by my silence I am turning my back on important issues or breaching my duty of care to my workmates.
So how do I tell the difference between golden silence and cowardice? I take note of how I feel, there is a big difference between the desire of wanting to speak but not feeling able to and quiet contemplation. When I am ready to use my voice do I know it will be heard. Am I choosing my silence over someone else’s safety? Could my words unintentionally cause harm — sometimes, for me, the gold is simply taking an extra moment to choose my words before I open my mouth.
What is the culture like in your workplace? Is everyone safe and supported to speak up? Does your organisation encourage perspectives and opinions, or do they squash voices and innovation by not allowing participation? If your peers do not speak up are they cowards, or are they simply doing their best to keep themselves safe.
You can't fix a culture of bad communication by simply posting a memo saying; 'our door is always open, please speak up' or by introducing a new communication policy — there is no instant quick fix. Improving the communication (or any cultural issues) takes time and effort, the memo and policy are a good start but are meer tokens if you don't walk the talk. Walk around your workplace, what do you notice? Be an active consumer of your environment, is there a comfortable vibe? If there is silence is it comfortable, awkward or bubbling with resentment? do people go out of their way to engage with others. Is everyone encouraged to have their say and when people talk do others listen respectfully without judgement. If you’re not happy with the culture you see, don’t put your head in the sand or ‘wait for the right time’.
You may be just one of many in a workplace, but your workplace culture is your responsibility just as much as everyone else. Your input, your voice and your ears are powerful tools that contribute to the culture that you want, and are willing to accept. The time to stand up, take responsibility and make changes is right now.
|Posted on 14 August, 2019 at 19:25|
Image by Tumisu from Pixabay
A couple of weeks ago I was lucky enough to hear a brilliant speaker who within her presentation spoke about the amazing value of having sponsors and mentors. She really made me think about who I have in my corner, who inspires and pushes me and supports me to be the best I can be.
I often speak to groups of managers about the importance of peer support and mentoring as I don't think this is something that is done well in many Tasmanian workplaces. But if I'm being honest, I have to say that I don't do it well either. I do have a couple of informal mentors — not that they know, because I've never said or asked. I'm now thinking about the unique challenges of being the sole trainer in my own small business, business is great but I could really do with a sounding board and some tough love at times. So why don't I ask a valued colleague to be my mentor? is it because it makes me vulnerable? or, do I think they will refuse for fear of competition? probably a little of both.
Respect at Work is unique, and my training style is my own so what is holding me back I wonder. Self-doubt and feelings of inadequacy are such enemies to productivity, but I am as human as everyone else and these emotions occasionally creep in. Asking someone to be my mentor is surely a sign of flattery and likely would be a win-win situation for us both.
Thinking back 30 years to my first supervisory role, it was an exciting but terrifying time. Going from thinking only about yourself to being responsible for others is a big shift. A great interview and attendance at the right number of courses doesn't make a good manager, a good manager relies on more than technical skill. And, like learning to drive, practical exercises don't compare to the daily navigational challenges of the job. My supervisory journey was like a traineeship or an apprenticeship in successful people management because I had a couple of awesome coaches. We didn't speak of mentors back then but that's similar to what they were, they were supportive but brutally honest and I (and my staff) benefitted greatly from my relationship with these coaches. One person in particular shaped my journey and all these years later I can gratefully attribute some of my success to their mentorship.
You might already be surrounded by valuable sources of knowledge and support that you can tap into, either as a formal mentorship arrangement or just a one-off chat. For that people management situation you aren't sure how to approach, or that conflict that is difficult to manage; it's quite probable that you have access to someone who has wisdom and experience from navigating those challenges before. We all have to start somewhere and learning is a continual journey, don't let your fear of vulnerability stop you from finding your best way forward.
That person that encourages your growth and development, that embraces their role and that you watch and learn from — they might be your mentor — ask if you can meet formally and if they will help you to be your best version of yourself.
I'm off to find my future mentor.
|Posted on 23 July, 2019 at 19:00|
Stress less this Stress Down Day
Today (Wednesday 24th July) is National Stress Down Day, an initiative designed to reduce stress and raise funds for Lifeline’s 24-hour crisis support service.
I love my work, I love a deadline, I love training and I love a challenge. I'm also a small business owner, a sometimes perfectionist, a little bit of a control freak and a stressor. So I LOVE the reminder of Stress Down Day and often try to schedule a no training day to coincide. Today is perfect, my day is planned around all of my favourite ways to relax (but still work) — I am off to one of my favourite parts of Tasmania with my laptop, plenty to research, a picnic, an umbrella and hiking boots.
Research shows that 90% of Australians need to stress less - with 74% of people reporting being stressed from work. A little bit of stress is good for us, it drives our performance and challenges and encourages us but too much stress affects our health and wellbeing. There are so many workplaces that I visit that are in the 'perfect stress storm', they are challenged with under resourcing, management changes, high demands and/or job insecurity. Not only does this 'stress storm' effect personal emotions and mental health, it effects relationships and job performance, how can you be your best self when your mind is in a stress tangle?
I hope your workplace is embracing Stress Down Day and you are working in PJs, doing lunchtime yoga or taking the dog/cat/bird/lizard to work with you. If your workplace is not actively on board don't forget to practice self-care; have a healthy lunch, plenty of stretches, walk around the block or chat to someone who makes you smile. There are plenty of actions and decisions in our days that we can't control so let's make it a habit (not just for today) to think about what is in our circle of influence and practice duty of care — to ourselves and others.
|Posted on 1 July, 2019 at 0:00|
Photo by Artem Beliaikin @belart84 on Unsplash
How supported a person feels can make a crucial difference in whether stressful workplace situations escalate into problems. So my question is; Is it difficult to support a co-worker? I think the first answer for most people is 'no, of course not' — great answer! With prodding however, 'no, of course not' sometimes becomes, 'well, it depends', who is it?, 'is there any potential cost to me and my job?', or, 'what have they done?'.
The role of bystander at work is a powerful and important role, your choice of empathy or indifference will make a difference in someone's life. A simple 'are you ok?', a supportive touch on the shoulder, gentle eye contact, can make a difference to someone who is struggling with a task, situation, day or year. Even better is to share a cup of tea, have a real conversation or go for a walk together. The challenge for workplaces, teams and managers is to help bystanders feel comfortable and safe to speak up and offer support.
Feeling supported isn't just for when times are stressful. We live in a diverse society and our workplaces (mostly) refelect that diversity, whether it be age differences, with many employees staying in the workforce for longer, mental illness, or 'coming out' at work. Inclusion is what happens when people feel they belong and can be their authentic selves. Being supported to be your authentic self at work makes a difference, without that freedom people try to hold back an integral part of themselves. I know that when I am free and valued and not fearful of how my diversity might be judged, I bring my whole self to the workplace — everybody wins.
Everyone has the right to be supported. Everyone has the right to be shown respect, dignity and consideration, to their everyday self, their culture, their beliefs, their values and their personal characteristics. It's easy to be supportive of our friends or when it suits us, my responsibility as an employee is to exercise duty of care for ALL of my workmates, ALL of the time — this starts with support and respect.
Respect at Work can help your teams to unpack and recommit to support and respect.
|Posted on 11 June, 2019 at 20:10|
Respect needs trust, trust needs respect and personal integrity should be at the forefront.
I've been thinking a lot about complaints lately and I've decided I just don't like them. Don't get me wrong there needs to be a process where issues can be raised and the vulnerable are protected but my concern is about the emotions that get in the way and hijack the process of respectful negotiations and resolutions. Complainants become so consumed with anger, resentment and revenge that they forget what their initial grievance was about, respondents are so aggrieved that someone dared to complain that they forget to listen to the reasons. In my last blog I mentioned that anonymous reporting may help break down a culture of fear but the flip side of that is when the anonymous complaint is made (or escalated) for the wrong reasons.
Life can be tricky and full of lessons learnt, possibly we've all been burnt by someone we've trusted at some stage in life, but, what do you do when 'the burning' happens at work? What happens when what should have been managed by a simple discussion escalates in the workplace? How do you continue respectful relationships once trust and integrity have been damaged? I've been on both sides of workplace complaints, neither is fun, both are exhausting and at times heartbreaking. Damage is done in the process and in my opinion, there are rarely winners in complaints.
When I hear of a conflict (generally workplace based) I almost always wonder what was behind it. Have you ever been in a situation where you feel that you are banging your head against the wall in frustration trying to be heard? Has this frustration affected your perception? Have you ever jumped from 1 to 10 as a response to a single incident because that incident is the last straw? Does the saying 'Don't let the truth get in the way of a good story' resonate?
Workplace relationships are rarely black and white, static, or, always easy. Personal emotions, perspectives and unconscious bias influence our thoughts and actions, and everyone is capable of acting hastily or unwisely at times. Complaints happen, grievances are raised and sometimes fairness needs to be fought for - but surely these processes can be done with more respect.
A good complaint system leaves all parties satisfied that they have been heard and a resolution is reached that meets the satisfaction of all, the complaint is resolved, and life goes on. Rarely is it this simple; emotions are charged, resentment bubbles away, sides are taken, relationships are fractured, friendships lost, trust dissolved, and integrity forgotten. Who wins?
I think the only possible 'winner' is the person who maintains their personal integrity throughout the process. Because without personal integrity, who are we?
|Posted on 21 May, 2019 at 8:50|
Image by Gerd Altmann from Pixabay
I met a young man named Jack Murray from Resolve Advisors, at the No More Harm conference I attended a couple of months ago. Jack and his team are working on a platform called Elker – Elker is being developed as a potential answer to the issue of feeling safe and protected when you want to speak openly and honestly about issues in a workplace. Jack’s team have recognised that a system needs to support, protect and reflect the needs of people and are working on the idea that people feel they can speak safely when they are anonymous.
I’m not great with tech but Elker got me interested – we need new and progressive thinking in this space and maybe this is a start. To paraphrase Jack; this is a program that can run through a workplace, giving everyone the option of encrypted and anonymous reporting. An individual can then choose from a number of options as to who they want their complaint to go to, ensuring that the right person is connected to the right issue.
Perhaps Jack’s presentation interested me so much because of the constant number of conversations I have had with participants telling me that they don’t trust the reporting process in their workplace. People tell me that they don’t fill out paper culture surveys because they are worried that their handwriting might be recognised. In the organisations that have moved to electronic surveys, I’m told that people give false answers in fear that their log-in details will give their identity away. And we’ve all heard the stories of issues and complaints that are never raised.
Another issue with complaints (one that I doubt Elker can fix), is the issue of complaints versus disclosures. The nightmare of Managers and People & Culture teams is the legal mind field of ensuring compliance to the legal duty of care for the organisation. If staff are told that complaints must be formal, yet they are afraid of the potential consequences of a formal complaint; is it any surprise that they don’t bother?
I don’t believe that anonymous reporting will fix all the internal problems in an organisation. The biggest problem I can see is the culture of fear. Culture surveys can be the perfect tool for those in power to gain insight to the needs and strengths of their greatest assets, but only if responses are honest. A management team that makes culture a priority has their eyes open, are inclusive and take positive actions regardless of how they hear the information.
Respect at Work can help you to prioritise your workplace culture and break down cultures of fear.
*Jack mentioned that Elker is in the trial stage of development and would love to hear from organisations that would like to give it a go. [email protected]
|Posted on 30 April, 2019 at 3:45|
Image by Gerd Altmann from Pixabay
In my last blog I mentioned the emotion shame, I would like to explore that a little further...
Inappropriate workplace behaviours (including bullying) have the capacity to evoke many different emotional responses. Shame is one, others may be; embarrassment, disbelief, humiliation, guilt, fear and/or anger, amongst others.
Targets of inappropriate behaviours may feel shame for different reasons; shame that it is happening to them, shame that they can’t ignore it, shame that they aren’t standing up to the perpetrator/s, shame that it is affecting their work / life / sleep. When someone is subjected to bullying type behaviours, the humiliation, power imbalance and often unfounded criticisms erode at their self-confidence and they may start to feel deserving (and ashamed) of the behaviours they are subjected to. Sometimes a target will start to live down to the expectations of the perpetrators, thus further damaging their self-esteem and again increasing feelings of shame.
Bystanders, who see others treated badly and don’t act, may experience shame. Admitting that shame to others then feels too emotional, so blinkers come down, ears are closed, and another potential avenue of support and intervention is shut down.
Shame is also experienced by the perpetrators (or alleged perpetrators) of inappropriate behaviours. Perpetrators are labelled as ‘bullies’ and then in comes the practice of public ridicule or ‘bully shaming’. Unfortunately, this labelling, shaming and demonising of people may not prevent inappropriate behaviours. Rather, the emotions of shame and guilt may cause the perpetrator to fight for their defence instead of owning and stopping the problem behaviours.
There are no winners in workplace conflict. Accepting and understanding that we are all susceptible to emotions such as shame is a start to responding to these issues. Just like a fight or flight response, the response to shame is often to shut-down or attack, this is not helpful. To feel shame is not shameful, in fact the courage and vulnerability of admitting shame makes us brave and strong.
Let’s respect not only what each of us say and do, let’s also respect what we feel.
Brene Brown has a couple of excellent TED talks about shame and vulnerability, have a listen here;