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Employees want to feel safe and healthy in their workplace. It’s more than an Occupational Safety and Health (OSHA) matter, but also a human need. With the concerns of workplace violence, shooting, bullying, and employment discrimination all over the media, it’s easier to address these matters when the leadership of a company or agency is being proactive. Here are five tips to maximize leadership and to support employees.
First, ensure the training of employees on how to deal with a hostile or violent workplace. A certified Security Consultant can evaluate and provide guidance to reduce the risks of harm to all employees. The cost of the consultation will always outweigh injured employees or lost lives in the event of hostility in the workplace.
Second, train all employees on how to address bullying and employment discrimination. Training that is in residence is more compelling and realistic than online training. The Equal Employment Opportunity Commission (EEOC) had a task force to evaluate training in the workplace in 2016. The EEOC states that in-house training has better outcomes than online training. https://www.eeoc.gov/eeoc/task_force/harassment/report.cfm
Third, working closely with Human Resources to see if there are trends of absenteeism with employees. One of the first things that harassed employees seek is sick or personal time off to avoid a bully or someone who is discriminating against them. The idea is to narrow down what is happening in the workplace. Is someone bullying the employee who is taking lots of time off? Does the culture in the workplace foster engagement and a sense of belonging? If there is a problem—it needs to be addressed immediately and documented with a knowledgeable professional.
Fourth, it often is the little things that make people feel valued and respected in the workplace. Ask each employee what matters to them. Do they appreciate being recognized, awards, time off when they are performing well or exceeding in their work performance? Allowing an employee to take an hour off to reward them for outstanding performance may enable them to attend their child’s school activity. Employees are generally happier when they receive rewards that benefit them personally.
Fifth, encourage employees to take risks and make mistakes. It’s one of the best ways to boost productivity and allow employees to grow in their roles at work. Micromanaging employees often leads to employees performing at a minimal level and not feeling engaged with their supervisors. Trust frequently begets trust. When employees feel safe and valued, they will show up with more confidence and loyalty to their leadership.
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This post is republished on Medium.
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