Hidden Bias Causes Workplace Bullying

How Diversity and Inclusion Can Drive Down Hidden Bias

  Have you ever looked around your office and noticed that the managers are primarily men? The clerical workers are predominantly women? That you have very few people of color as employees? These observations may go unnoticed in the day-to-day work environment, but addressing these issues is the only way to change. What is Hidden Bias? It appears at the unconscious level based on upbringing, identity, culture, and mass media. It shapes the way you view people and how you behave towards them. These differences could include several characteristics, such as: height and weight, introversion and extroversion, marital status, disability status, foreign accents, hobbies and extracurricular activities, sexual identity, gender identity and race Hidden Bias Can Lead to a Tough Work Environment But how do these hidden biases lead to a non-diverse work environment? Think about the hiring process....

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Workplace bullying, bullying at work, Timothy Dimoff

7 Steps to Stop Workplace Bullying

Have you ever repeatedly experienced the following at work: Name-calling Shaming in public Intimidation Verbal abuse Pranks People leaving you out of conversations Managers giving you partial instructions or Having your work efforts sabotaged? If so, you’ve been bullied. Unfortunately, none of the behaviors listed above are illegal. According to the Workplace Bullying Institute (WBI), 19% of all US employees have been bullying victims. 61% of bullies are bosses, which correlates with the statistic that 65% of bullying victims are either fired or resign. Bullying, left unchecked, decreases workplace safety, increases absenteeism, and impacts employee morale. It creates a psychological power imbalance between the person doing the bullying and their target(s). Once the bully cements this imbalance, it’s virtually impossible to fix.   7 Action Steps to Stop a Bully Train employees to recognize bullying. Everyone in your organization...

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Timothy Dimoff - Electronic Surveillance at Work

The Fine Line Between Electronic Surveillance and Employee Privacy

With the advent of social media and new digital surveillance methods, it’s a brand-new world in terms of what you can and cannot do to monitor or investigate an employee. Before your employee privacy policy is forever compromised and your company culture is permanently damaged, it is up to you as an employer to weigh the pros and cons of employee electronic surveillance in the workplace. Productivity vs. Privacy The average America spends 2.5 hours per day on their mobile device(s). We take our smartphones to work, on vacation — basically, anywhere and everywhere with us. Staying connected is no longer a “nice to have”, but a “have to have” mindset. Take a moment and think back to the last time you left the house without your phone – it’s not a good feeling, am I right? However, our...

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Risky Employees Can Hurt Company Culture

Practical Guide to Spotting Risky Employees

Hiring is always a tricky situation. Unless the candidate is a friend, HR must take a lot on faith alone. There are definite red flags during the hiring process that present themselves and help HR spot risky employees. But what if there are no flags? Can the organization be confident that the employee is a beneficial addition to the team? Not always. In fact, someone may look great on paper, sound great during the interview and even perform well in the first couple of months. However, after the honeymoon phase is over, the “risky” employee may emerge out of the blue and wreak havoc on office morale and the overall company culture. Difficult Behaviors Once an employee “gets comfortable”, an alter ego may just emerge that isn’t so nice and productive. Difficult employees usually start their challenging behavior in...

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Employee Burnout

Early Detection is Key to Combat Employee Burnout

Are you dealing with a once-enthusiastic, high functioning employee who barely makes it to work on time and has difficulty performing job duties? If so, the employee may be experiencing employee burnout. If ignored, employee burnout will affect productivity and the overall morale of the entire office. The key is to detect employee burnout before it infects other employees and spirals out of control. Where There’s Smoke, There’s Fire What is employee burnout? Just like the term implies, it can be compared to the life cycle of a fire. Think of it like a smoldering flame – once it catches fire, if not managed, the flame will burn out of control until it eventually burns itself out. This is bad news when applied to an employee’s day-to-day existence, not to mention the potential to “catch another employee on fire”...

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Lessons Learned from a Bad Job

As the year winds down, it’s a logical time to reflect on what has happened throughout the last twelve months. If you’ve endured a bad job this past year, be assured your time has not been wasted! Consider it as time served in the school of hard knocks. Honeymoon is Over Often bad jobs were ideal jobs when advertised. Most people agree that bad jobs often start out good, with everyone within the office on their best behavior and the boss engaged and ready to help. Sometimes the switch to nightmare scenario is gradual, and sometimes it’s immediate. However, you are not alone; most people have experienced disillusionment in their professional life and became stronger because it. Some popular reasons a position does not end up as advertised: Hiring manager leaves or is fired Role was not established or...

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Employee Drug Testing

Why You Should Care About Substance Abuse at Work (Part 3)

In Part 1, Why You Should Care About Substance Abuse at Work, we learned that someone else’s “personal problem” could impact an organization’s bottom line and everyone’s personal safety. In Part 2 we explored the telltale signs of abuse that managers should look out for when determining if someone is abusing. Since it is the obligation of an employer to provide a safe work environment under the OSHA General Duty Clause, employers must be ready to appropriately deal with those abusing drugs. Failure to do so can result in litigation: Against the company Directly against supervisors deemed negligent Identify and Confront Approximately 10% – 15% of employees have drugs/alcohol in their systems. Knowing what to do about an employee who is suspected of abuse is an employer’s best defense. Make sure management is well trained and can: Know the...

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