Most of us have survived a staff meeting where the tension was so thick you could cut it with a laminated copy of the employee handbook. Building a space where people want to show up, collaborate, and thrive should be the goal of every workplace. But anyone who has worked in a team knows, it’s not an exact science.
Managing people isn’t always easy, but maintaining good workplace culture starts with identifying risks early and addressing them before they get out of hand.
It really boils down to one golden rule: respect is non-negotiable.
Whether you want to maintain positive culture or reset a culture after, understanding risk factors and identifying them early is essential.
Workplace misconduct, including bullying and sexual harassment, can instantly destroy a healthy company culture. It requires swift leadership action to protect teams. By addressing all complaints of misconduct and providing safe reporting channels, businesses can eliminate toxic behaviours to build a secure, high-performing workplace.
Lead by example
Good workplace culture relies on a continuous process of commitment from leadership and employees, but people leaders must model the behaviour they want to see from their staff. Leaders must show staff that promoting good workplace culture is priority. And equipping teams with the tools, resources and support to maintain good team culture is fundamental.
Staff perceptions of how the leadership team are supporting employees is important- creating a psychologically safe climate in which staff feel valued includes addressing inappropriate conduct, no matter who is involved. It also includes empowering employees to have difficult discussions with leaders and one another when behaviours are not in keeping with values and respect.
Worklogic delivers behaviour training to organisations who are interested in investing in their culture by promoting standards of behaviour. Our training delivered in-house to organisations called Appropriate Behaviour in the Workplace which provide clarity around what is expected of staff, so they understand and their own responsibilities in fostering a respectful culture. Our Leading Appropriate Behaviour training looks to upskill leaders in how to deal with complaints of inappropriate behaviour.
Identifying risk early
Examining the key factors that contribute to risk is crucial because psychosocial hazards are typically less visible, slow to emerge, and easily normalised.
We’ve all worked a job or two where the demands of the role are just considered ‘part of the job’. When hazards are left unexamined, over time issues can escalate from minor friction into full-blown crisis.
A regular team health check to identify hazards and risks to psychological health and safety addressed before issues arise can save organisations time, money and heartache. This also demonstrates to employees that the organisation is serious about building a positive s.
Key factors and indicators include:
- High job demands: can lead to employee health issues such as burnout.
- Lack of role clarity: can lead to decreased engagement.
- Low job control: not allowing staff to tackle and manage tasks can be a risk.
- Poor organisational change management: without proper planning or communication, this can leave staff anxious and insecure.
- Workplace conflict: left unattended, this can harm mental health and lead to work related stress.
What are the essential practices employers should implement to build, support, and maintain a healthy culture?
Promote an Upstander culture
The “bystander effect” can negatively impact teams. This is a phenomenon where individuals are less likely to offer help if they witness misconduct. Organisations must promote the idea that staff can and should intervene if they witness inappropriate conduct and stand up for safety and respect.
But calling out inappropriate behaviour always come easily– people are less likely to speak up if the culture doesn’t explicitly say it’s ok to do so and support them when they do. No one wants to be the fun police or the messenger who gets shot down or seen as a troublemaker.
Speaking up may not always come naturally to all employees but these skills can be built. Worklogic provides Upstander training in-house to organisations who want to empower staff to become upstanders and to build workplaces that are psychologically and physically safe.
Establish confidential reporting lines
Confidential reporting hotlines — sometimes referred to as whistle blower hotlines or anonymous reporting hotlines — can also play an important role in surfacing issues that might otherwise go unreported. By providing a safe, independent, and confidential avenue to raise concerns, they help bring emerging risks into view earlier.
Staff feel far more confident to speak up if a confidential option for reporting misconduct is provided. It offers another aspect to a staff well-being program that shows that employers are listening to their staff.
Worklogic’s own independent reporting line Integrity Line is a confidential, independent whistle blower service for employees and other people to make complaints about misconduct or unethical behaviour. Our clients subscribe to the service to provide anonymous 24/7 options for reporting for their staff.
How do you Triage complaints?
If a complaint is raised, the first steps that you take are critical. HR professionals and managers can learn to effectively “triage” complaints, so it’s appropriately assessed. Employees can learn to forecast and select which course of action is respectful, fair and fit for purpose.
Building these skills within your HR team or for the people who manage people is important- the more effectively you triage a complaint, the quicker it will be resolved.
Worklogic’s popular training course Triage: Early Intervention for Handling Complaints available both in-house and via our public training program and can assist organisations build these skills.
Workplace reviews
Employers can’t always see the extent and causes of workplace problems. A workplace review or facilitated discussion can provide invaluable insight into what is really going on in the workplace.
Obtaining honest information about a situation can be difficult. Reviews allow staff to speak freely and employers to get a better understanding of issues that have arisen. Worklogic provides Workplace reviews to clients who want to explore and understand a situation or to provide a health check barometer on team dynamics overall. We are then able to provide strategic advice of what to do next.
Promoting good behaviour in the workplace requires commitment from both employers and employees and requires high degree of trust and respect between all levels of staff.
Calling out workplace issues and poor behaviour before it occurs sends a clear message that improper conduct not being tolerated. Empowering staff with skills and appropriate reporting channels promotes inclusivity and establishes a climate in which people feel valued.