Rome Stairs

A recurring question in discussions of workplace incivility is about going it alone.

My approach to addressing workplace incivility has a few core qualities:

    1 A collaborative process with

    2 A strong structure

    3 Working towards increasing civility.

The CREW approach implements these principles in a straightforward way with active support from leadership on the workgroup and the organizational levels.

The question of going it alone comes from employees who are convinced that leadership on either or both of those levels lack a sincere commitment to improving civility and respect. Often in these instances, employees perceive their immediate supervisor a direct source of disrespect or a model for other team members to behave badly or both.

There are two possible goals when going it alone.

A more modest and perhaps more attainable goal is to refine and improve one’s reaction to uncivil social encounters. Disrespect has an emotional impact that can prompt fear, rage, embarrassment, or other strong feelings. These emotions may resonate for a long time. These emotions may prompt reactions that may be poorly considered in terms of their civility or their risk potential.

A more ambitious goal is to behave in a way that prompts others to improve their social encounters. The goal would be to find ways to encourage others to behave civilly in the first instance. When lapses occur, it would be to encourage others to reflect upon their bad behavior, to make amends, and seek to improve their behavior in the future.

Have you experienced or witnessed individuals pursuing either of these goals?

What success have you seen from either of these approaches?

Posted in Areas of Worklife, Civility, community, CREW, Dysfunctional Groups, Workgroups | Tagged , , , | Leave a comment

With a widespread concern about job burnout it is surprising that so many North Americans do not take full advantage of their vacation days. Employees in the USA get hit two ways. First, the USA has the most lax regulations in the developed world insisting on paid holidays for employees. The neglect on this front mirrors that re maternity leave. Second, employees in the USA make little use of those vacation days.

I had an opportunity recently to talk with Jillian Berman about her investigations of this phenomenon. She describes the current crisis in her Huffington Post article on vacation neglect.

Some of this behavior is driven by fear, some by a desire for control, some by a desire to fit into the corporate culture. Not all that much seems driven by a pure love of the job.

Although employers may feel pleased to have a steady supply of essentially free labor, they do pay a cost. Time away from work not only provides occasions for employees to recharge their energy. It also frees their minds to see the world from a different perspective. In an economy based on creativity and responsiveness, these qualities have great value.

To gain the most from their talent, employers need to insist that they take a break.

Maui Beach

Posted in Burnout, career, Heatlh, Priorities, Travel, Uncategorized, vacation | Tagged , , , | Leave a comment