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HR Webinar: Five Action Steps to a Better, More Positive Work Culture

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HR Webinar: Five Action Steps to a Better, More Positive Work Culture

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Happy and engaged employees are committed to and passionate about the work they do, resulting in better performance and lower turnover. Yet many companies fail to realize a positive healthy workplace culture. Why? Because it seems elusive, hard to measure, and hard to prove ROI. It’s also hard to address a negative culture where incivility or bullying may thrive because your organization may not have guidelines for addressing these behaviors and managers probably aren’t trained to step in.

This presentation changes all that. Attend and learn the real, tangible, and actionable steps to building a better workplace culture, using Civility Partners’ proven method for positive culture change.

Happy and engaged employees are committed to and passionate about the work they do, resulting in better performance and lower turnover. Yet many companies fail to realize a positive healthy workplace culture. Why? Because it seems elusive, hard to measure, and hard to prove ROI. It’s also hard to address a negative culture where incivility or bullying may thrive because your organization may not have guidelines for addressing these behaviors and managers probably aren’t trained to step in.

This presentation changes all that. Attend and learn the real, tangible, and actionable steps to building a better workplace culture, using Civility Partners’ proven method for positive culture change.

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HR Webinar: Five Action Steps to a Better, More Positive Work Culture

  1. 1. Five Action Steps To a Better, More Positive Work Environment Catherine Mattice Zundel MA, SPHR, SHRM-SCP
  2. 2. Program sponsor
  3. 3. Housekeeping Questions Speaker Today’s topic
  4. 4. How to earn credit Stay on the webinar, online for the full 60 minutes Be watching using your unique URL Program codes delivered by email, to registered email, approximately 30 days following today’s session
  5. 5. Housekeeping Questions Speaker Today’s topic
  6. 6. Catherine Mattice Zundel MA, SPHR, SHRM-SCP www.CivilityPartners.com Info@CivilityPartners.com 619-454-4489 Speaker, Author, Consultant and Trainer Catherine Mattice Zundel | Civility Partners
  7. 7. Agenda • Similarities and differences between harassment, bullying, and violence • Assess your current culture in order to create a strategic plan for change • Implement a healthy workplace policy that has buy-in • Discover ways to use your core values to drive culture • Create a better and more powerful harassment prevention training • Discover a coaching method proven to address negative behaviors
  8. 8. 75% of people who feel harassed never report it. WHY ? Catherine Mattice Zundel | Civility Partners
  9. 9. Retaliatio n Catherine Mattice Zundel | Civility Partners
  10. 10. Incivility and Unprofessionalism Bullying Discrimination/ Harassment Mobbing/ Hazing Conflict Catherine Mattice Zundel | Civility Partners
  11. 11. Harassment is a form of employment discrimination. It is unwelcome conduct that is based on race, religion, sex… Harassment becomes unlawful where: 1) enduring the offensive conduct becomes a condition of continued employment, or, 2) the conduct is severe or pervasive enough a reasonable person would consider it intimidating, hostile, or abusive. Catherine Mattice Zundel | Civility Partners
  12. 12. Incivility and Unprofessionalism Bullying Discrimination/ Harassment Mobbing/ Hazing Conflict Catherine Mattice Zundel | Civility Partners Violence
  13. 13. Policy Training Culture Catherine Mattice Zundel | Civility Partners
  14. 14. Leadership Behavior Culture Policy Catherine Mattice Zundel | Civility Partners
  15. 15. Bad Actor Target Organizational Members (Reinforcers) Organizational Culture Support Support Damage Damage Power Imbalance Damage Damage
  16. 16. Get leadership on board
  17. 17. Leadership must: o Commit to change o Support respect/civility initiatives o Be involved in the process
  18. 18. Scare ‘em Bullying and harassment are the same behaviors. Not to mention, allowing bullying keeps people from reporting harassment.
  19. 19. Use emotions Have you worked for someone who mistreated you before? Did it affect your productivity?
  20. 20. Use data Run some number and cite studies about the costs of bad behavior.
  21. 21. Conduct an assessment
  22. 22. Rate : I would talk to my co-worker if I felt he/she did/said something inappropriate. I would feel comfortable reporting harassment or bullying to my manager. This is a positive work environment. Interviews from an outsider are also helpful.
  23. 23. INVESTIGATION ASSESSMENT Attempts to understand facts Attempts to understand risk factors and cultural reality Focused on one person’s story Focused on everybody’s story May result in resolution for one problem area May result in resolution for many
  24. 24. Develop action items
  25. 25. With an action team
  26. 26. Use your values to drive culture What are your core values? Catherine Mattice Zundel | Civility Partners
  27. 27. Your Core Values are for Internal Use
  28. 28. Core Values Are Core Job Competencies
  29. 29. Don’t skimp on the chili Don’t skimp on the service Don’t skimp on the quality Don’t skimp on the fun Catherine Mattice Zundel | Civility Partners
  30. 30. Core Competency: Fun Always perceived to be in a good mood; laughs and clearly enjoys others; engages peers and customers in conversations; seen with a smile regularly Catherine Mattice Zundel | Civility Partners
  31. 31. Implement a healthy workplace policy Email Info@CivilityPartners.com for a template policy And hold people accountable to it
  32. 32. Implement a healthy workplace policy 1. Gather 2. Ask: How would you like to be treated at work by peers, managers and customers? 3. Give them 10 mins 4. Collect answers publicly 5. Locate themes 6. Insert into policy Email Info@CivilityPartners.com for a template policy
  33. 33. Provide Better Training
  34. 34. Manager s Everyon e • Setting expectations • Managing incivility->bullying • Coaching behavior and performance • Creating a positive workplace in their work team • Conflict management • Communication skills • Stress management • Customer service • Leadership • Respect and civility • Assertiveness • Inclusivity
  35. 35. Introducing ADDIE A dynamic, flexible guideline for building effective training that has been around since the 80’s.
  36. 36. Analyze Design Develop Implement Evaluate
  37. 37. Analyze
  38. 38. Analyz e • What behavioral outcomes do you want? • Who is your audience? • What roadblocks or limiting factors exist? • When do you want to have the training? • What delivery option is best?
  39. 39. Analyz e What behaviors do you want? • Demonstrate respect, empathy, inclusivity, assertiveness? • Cite legal definition of sexual harassment?
  40. 40. Design
  41. 41. Coach abrasive leaders
  42. 42. Assumption s Realit y • Fully aware • Intention is to harm • Cannot change • Fully unaware • Intention is to get the job done • Can change
  43. 43. Recipe for Bullying Behaviors 1. Seeking to appear as uber-competent 2. Lack social sonar (empathy), so don’t read emotions 3. Incompetence gives them anxiety, and they defend via “fight” Defend (fight or flight) Threat Anxiety
  44. 44. “Bullies” are blinder than bats • Joe: “I’ve been walking around like an a**hole for 3 years and nobody told me. I wish they’d told me sooner.” • Art: “I’m just managing the way that I’m managed. You should see what happens in the C-Suite meetings I attend.”
  45. 45. “We’ve had a steady stream of complaints about perceptions of interactions with you – we don’t see this with other managers. This is not acceptable and cannot continue.”
  46. 46. It’s not true. That’s not what happened. You only know their side. They deserved it because… They’re just sensitive.
  47. 47. “I don’t know what happened — I wasn’t there. But I do know one thing for a fact: several people feel they are being treated disrespectfully and that one fact has to change.”
  48. 48. Coaching answers 3 questions • What are the negative perceptions? • What is causing them? • What strategies can we develop to eliminate these negative perceptions?
  49. 49. Befor e After • AGGRESSIVE: “He raises his voice and hits things and makes crazy big grand gestures” • PUBLICLY SHAMES: “Every time this person said anything he’d undercut them – he’s really trying to make them look stupid” • BELITTLES: “He is emotionally unintelligent and gets snarky and belittling – it doesn’t add any value” • CALM: “He seems to be more relaxed and there is more of a pleasant environment” • NOT REACTIVE: “He thinks before he reacts - those emotions, he channels them much better.” • CONTRIBUTES RATHER THAN CONTROLS: “Now he throws it out like “here’s an idea” – and a lot of times they are good ideas and people are more receptive to what he has to say”
  50. 50. Harassment prevention is not a training. It is a whole culture initiative. Catherine Mattice Zundel | Civility Partners
  51. 51. D&I is not an HR program. It is a whole culture initiative. Catherine Mattice Zundel | Civility Partners
  52. 52. Just create an inclusive & respectful culture. Catherine Mattice Zundel | Civility Partners
  53. 53. Catherine Mattice Zundel MA, SPHR, SHRM-SP www.CivilityPartners.com Speaker, Author, Consultant, and Trainer We owe our employees something better. Info@CivilityPartners.com Email me - for one or both of my ebooks, as well as the slides.
  54. 54. 59 How Ascentis Talent Management can help Payroll HR & Benefits Talent Management Recruiting & Onboarding Time & Attendance ›Consistent delivery of work place policies including harassment programs with re- certification programs year over year ›Built-in survey tool to measure and analyze the climate of the organization ›Tools to provide feedback for employees, managers, and peers throughout the year
  55. 55. Learn more Learn more about how Ascentis can help your Payroll needs
  56. 56. How to earn credit Stay on the webinar, online for the full 60 minutes Be watching using your unique URL Program codes delivered by email, to registered email, approximately 30 days following today’s session
  57. 57. Share with your colleagues
  58. 58. Contact Us webinars@ascentis.com www.ascentis.com 800.229.2713

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