Show Me an Organization with Bullying & Harassment Problems and I’ll Show You an Organization that Lacks Leadership
Employers take heed; in British Columbia the new expanded “Workers Compensation Act” which took effect in November 2013 now entitles employees to pursue financial compensation if bullied or harassment in the workplace.
The costs of dealing with harassment claims goes far beyond the direct costs associated with the complex legal process and potential financial penalties, because the loss of productivity and the corrosive effect on motivation and engagement are hard to measure but can be devastating to the bottom-line.
An unhealthy, MDR organizational culture (where people do the Minimum Daily Requirement, just enough so you can’t fire them) is an extremely fertile breeding ground for bullying and harassment problems, and the only cure is in the creation of a healthy, high performance culture. The cornerstone of a healthy, high performance culture is to have leadership demonstrated at all levels of the organization.
Leadership must start at the top and cascade down through the organization, because the ultimate objective is to have front-line leaders / supervisors demonstrate effective leadership. I believe the single most important role in any organization is frontline supervisory level because that is where the rubber meets the road. The research is clear that a vital motivational factor is the relationship people have with their direct boss.
Weakness at frontline leadership levels has always being tremendously costly, but now, given the new legislation, if your frontline leaders lack the ability to effectively communicate and engage people; I suggest that you get out the marmalade, because you’re soon to be toast!
Truly high performance, alpha organizations fully appreciate the simple truth that the very best way to deal with harassment issues is to not have to!
Facilitator & Keynote Speaker