Harassment is an uncomfortable subject for business owners. No one wants his or her employees—or customers, for that matter—to feel violated or objectified. Because most of us live by the golden rule, that we ought to treat others as we want to be treated, we feel a deep empathy towards anyone made to feel otherwise. It should come as no surprise, then, that we expect businesses to foster a climate of safety and respect. But even beyond the moral imperative of promoting said environment, there are very real social and legal ramifications related to the matter as well, and to shy away from the subject out of feelings of discomfort would be unwise and potentially disastrous.
So how then should we proceed? As with all matters of leadership, first through example. In your capacity as a business owner, manager, or supervisor, remember that your position of power permits you the opportunity to set the right tone. As you have undoubtedly realized from reading anything about the subject, many problems begin with inappropriate humor. An off-color joke, while meant to lighten the mood, won’t be taken the same way if it singles out someone based on his or her race, color, religion, sex, or national origin. That doesn’t mean you have to be humorless, but keep your one-liners away from those subjects.
These matters extend beyond jokes, of course. Showering a coworker with unwanted attention, delving into his or her personal life, or violating personal boundaries in any way is unacceptable, even if you believe the intent is good. Even certain kinds of compliments can be misinterpreted. Keep your work environment professional and stay focused on the work at hand. This is practical advice even outside of the subject of harassment, as developing deep personal bonds with your subordinates can influence your ability to evaluate their work.
Setting standards for yourself is the first step, but all of your employees need to understand that these rules apply equally to them, as well. ServiceThatSells.com has a great write-up on the subject, and to summarize the steps they outline, first you must clearly state your company’s policy regarding harassment. That blog suggests laying the matter out in writing, which you can do through the use of an employee handbook. You should also consider a simple one-page document that outlines your business’s policy that everyone has to sign to affirm he or she has read and understood it.
Next, the blog outlines the importance of training. As mentioned, some states actually require businesses to train their staff on the matter, but even if your state doesn’t, it’s a great idea to do so anyway just to ensure everyone understands exactly what’s expected. There are many resources on the subject, and most don’t require a major training seminar to convey the details.
The last point in the blog we want to highlight is that you should offer a safe way for employees to report harassment with the assurance that they won’t face retaliation. Because many employees feel uncomfortable with confronting the people around them or reporting them to a superior, some will choose to report their concerns to a governmental agency instead, like their local human rights board or the U.S. Equal Employment Opportunity Commission.
Before matters escalate to that point, we suggest involving an unbiased third party to conduct an employee survey to get feedback on how your staff feels treated in the workplace. This represents a great opportunity to get honest, anonymous information about what pain points they might be facing (whether from coworkers or even from your clientele). Outside of the subject of harassment, such a tool gives you a way of measuring overall employee satisfaction and can help uncover other concerns. Many employers are surprised to learn, for example, that their employees want more training and responsibility, and this survey gives your staff the platform to voice that desire.
It’s also true that honesty can be painful—especially if you learn that an employee feels victimized in any way. But knowing the truth will equip you to right those wrongs and fix problems before they become much worse. The Brandt Group can help you in this regard. In addition to leadership development and staff training services, we also offer anonymous employee surveys. If you allow us to be your unbiased third party, we’ll work with you to help ensure your employees feel safe, protected, and respected. Contact us today to learn more.
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