Hostile Work Environment--Investigate Early!

This is becoming a more common occurrence in government employee workplace investigation.  One employee feels that he/she had been discriminated against and reacted by exhibiting behaviors at work that made others uncomfortable, anxious and even fearful.  Sick leave increased drastically, as well as unexpected requests for vacation leave.  Productivity and morale fell terribly.  

I’ve seen it many times before where the person reporting “bullying” is a much greater bully to everyone else.  

There is a reasonable expectation that government employees are each responsible for maintaining safe behaviors at work.  

So why do these situations get out of hand?  Why do we continue to see an increase of violence at the work place?  

Training is important in these areas.  Unfortunately it is difficult for organizations to keep up with the ongoing needs of training.  When training is low, problems increase.  The vast majority of the employees interviewed in this investigation had no practical knowledge of the directing policy.  

The days we are living are full of holes;  pot holes, man holes and worm holes.  These holes are all examples of the problems that individuals have in their own lives, and they bring them to work.

Good supervisors know that they get their jobs done through people.  People are neither all good, nor all bad.  But dealing effectively and early with difficult employees, and difficult situations can mean the difference in healing and productivity or an explosion in the workplace.

Don’t ignore the elephant in the room.  Keep your ears tuned into the changes in your work environment.  Ask questions and listen carefully.  An employee who is spiraling down will have often have increases in sick leave and even run out of any and all available leave.  

These employees will also often have an increase in interpersonal disputes.  If employees are avoiding a specific person, find out why.  Employees who are going through significant changes at home may need additional support.  This does not mean making excuses for bad behavior, it means referring them to the appropriate place for resolution and help.  

Listening does not mean acceptance and approval for bad behavior.  Giving feedback to an employee who is acting inappropriately is important to be done quietly and professionally.  Document this carefully.  The documentation you have will protect you as a supervisor as well as your staff and ultimately the organization you represent.  

We live in a litigious society.  Some people will try to use any opportunity to find answers in a civil lawsuit and money from the employers deep pockets.  

Supervisors, know your policies.  Deal with the small things that come up so that you won’t have the big troubles that come from a hostile work environment.  Document, document, document.