REO Consulting, LLC’s Post

The impact of incivility extends beyond the workplace, affecting interactions both inside and outside professional environments. Research suggests that individuals who experience incivility beyond work settings are more likely to replicate this behavior with their co-workers. It's crucial to address incivility comprehensively, starting from within and extending to interactions outside of work. How will you cultivate a culture of respect and civility to foster positive relationships and enhance workplace productivity? #CivilityAtWork

The efforts to bring the impact of #workplace incivility to everyone's attention by #SHRM are much needed. How many of your company’s #hotline reports stem from this topic? #hr #employeerelations #culture #leadership

Workplace toxicity is everywhere. It takes a wise management team to recognize their contribution to the employee environment. A toxic workplace can only survive as long as management allows it. Listen to your people when they complain. Dig a little and find out where your toxic people are. Then decide if they are retrainable or if they are just taking out their personal pain on their co-workers. They may need to go. No matter how high up the food chain they reside. https://lnkd.in/gC5PnmC7

Workplace Incivility Is More Common Than You Think https://lnkd.in/gPdV9eYu

Transform your workplace culture with the power of emotional intelligence! Discover how fostering EQ can drive success and connection in your organization. Read the latest SHRM article by Mohana M D, CPCO, BetterPlace to know more. https://lnkd.in/g94uHgz8 #EmotionalIntelligence #WorkplaceCulture #SHRM

Is Discussing Politics In The Workplace Hurting Your Company Culture? Explore Survey Findings @elearnindustry

The latest edition of the Edelman Trust Barometer special report on Trust at Work reveals some important trends for communicators and leaders to consider.  There’s a pressing need for leaders to listen more closely to the workforce.  By listening employees don’t necessarily want to complete another survey but meaningful two-way dialogue where their views can be heard and incorporated into company decisions.  As Howard Krais, Dr Kevin Ruck and Mike Pounsford set out in their upcoming book Leading the Listening Organisation, listening and truly hearing your employees has never been more important. The percentage of employees who trust their employer is at an all-time high at 79% per cent. Employees have more trust in their employers than any other institution. This brings greater responsibility for companies to deliver meaningful action over talk. GenZ is pushing for more work-life balance and are pressuring employers to act on societal issues.  They expect to have a voice on company decisions and want to see their employer making positive change in the world.   If they don’t see measurable change then 1 in 2 Gen Z employees say they would take their issue public even leaking internal documents. There’s a growing Trust gap between desk-based and deskless* workers. Deskless workers, make up about 80% of the global workforce yet they often are the most disconnected and don’t feel they have equal voice.  Consider the debate about employees wanting new ways more flexible ways of working.  This impacts all of us, but most of the discussion has been focused on hybrid/remote working which is simply not an option for deskless workers. Deskless workers feel left behind on issues like Diversity Equity and Inclusion and fewer than 41% of employees understand their organisation’s climate initiatives.  With UN Climate Week and COP 28 coming up what opportunities are there to help deskless workers understand your organisation’s messages? Among deskless workers ‘Personal communications from my manager’ is the top source of information, with the most trusted voice being direct manager or supervisor (not CEO or HR).   Reaching the ‘non-wired’, (deskless workers without access to some of the communication channels that desk-based colleagues take for granted) is an area Howard and I have been talking about for some time and we’ll be chairing a round table on this topic at SimplyExp in November.   At True we have deep experience of addressing these and issues that matter to employees.  Get in touch if you’d like to arrange time to discuss. Edelman define deskless* workers as employees where ‘The nature of my job makes it impossible for me to work remotely or from home ‘ You can read the full report here

"What can employers do? There’s no easy solution. But the more leaders can try to bring people together to listen to each other the more chance there will be to resolve problems before relationships break. Employers should think about building facilitated conversations into their processes of dealing with conflict, allowing employees to have conversations with each other, facilitated by a neutral third party. This won’t always be the right solution, but it may stop the small things becoming big." Partner-Mediation #conflictresolution #facilitation #communication #mediation #listen

Excellent read by Deloitte to explain both the prevalence and the understanding of the different ways in which we feel we can't be ourselves at work. I can't help but think that, if we as leaders can create the kind of workplaces that our people can be themselves as much as possible we will deliver unique and meaningful solutions to those we serve. I would be interested in ways in which you and your organisations are integrating personalisation and an appreciation for difference into your employee experience while ensuring you successfully deliver on your strategy and purpose as an organisation.

Our Head of Resolution, Zoe Wigan, writes for People Management magazine on this trend we’re seeing right now. The nature, volume and intensity of workplace #conflict is swelling significantly. Zoe explains how global economic hardship, the debate around #hybrid work, and ongoing #polarisation of our workplaces are all working together to make this happen. Read below 👇 bit.ly/3xs39Cb