I’m always amazed to hear the stories of how people subtly fight at work. Through procrastination, gossip, stonewalling, and other passive-aggressive methods, co-workers can find clever ways to obstruct progress while appearing helpful.

So much conflict can be hidden under the surface of our actions and conversations. In the theatre, this is called “subtext.”

Here are some examples of ways employees fight while smiling. Names have been changed but the scenarios are true.

1. Creating obstacles. “Tracy” is a talented office manager, but if she feels slighted, her ability to solve problems comes to a screeching halt. Suddenly, numerous intractable obstacles appear. If one is solved, another emerges. Some coworkers have called Tracy, “controlling” and they complain of her micromanaging. Others have learned to keep Tracy “in the loop” and report no problems. They have realized Tracy’s need to feel needed. While some coworkers are stuck in constant battles with Tracy’s procedures, others have found a coworker with incredible talents and a powerful work ethic.

(more…)

In November 2008, my book Road to Respect: Path to Profit was in the final design stages. I had chosen five Employers of Choice to illustrate the main theme of the book – that a strategically built values-based culture with respect as a core value was simply a business imperative for success in today’s marketplace.

It never occurred to me, as Dorothy said in the Wizard of Oz, to start looking for my heart’s desire, in this case those Employers of Choice, in my own backyard. However, when I heard about the 2008 B(ritish)C(Columbia) Business Best Companies survey, I thought I would attend the awards banquet to learn how local companies compared to those I had chosen to feature in Road to Respect. Not surprisingly, much of what I heard that evening from the winning companies reflected what I know to be true – treat your employees with respect, let them know they are valued, support them to be successful and they will produce the superior business results you are after.

I was fortunate that evening to be seated at a table with the team from Nurse Next Door, one of the Best Companies nominees, including co-founders Ken Sim and John DeHart. Nurse Next Door came in 8th in 2008. 2009 they moved up to number 1 and were named the top employer in BC for firms with over 100 employees.

(more…)

October 18 was Persons Day in Canada. It marks the date when women were recognized as persons under Canadian law.

A lot has changed for Canadian and American women in the past eighty years. Our rights and our ability to access those rights have increased. The question is, have our workplaces adjusted to reflect those changes?

According to the recently released Shriver Report, the answer to that question is a resounding no. The report, authored by First Lady of California Maria Shriver and the Center for American Progress, documents the fact that in 2009, for the first time in history, women will make up half of all U.S. workers. Mothers are the primary breadwinners or co-breadwinners in nearly two-thirds of American families. And that, states the report, creates a “woman’s nation that changes everything”.

(more…)

After reading workplace solutions expert and regular contributor, Erica Pinsky’s book, Road to Respect: Path to Profit, I wanted to know more.

In her book, Erica provides a wake-up call for employers by detailing why respect, as a core value, is so imperative. She then provides a persuasive argument why organizations should embark on the road map to respect. Particularly compelling are her personal workplace anecdotes as well as the case studies featuring some of the largest companies in Canada, who are getting respect right.

Below Erica discusses Road to Respect: Path to Profit, why creating a respectful workplace is so important and what organizations can do to become an Employer of Choice.

RW: Your book is about creating a respectful workplace culture? Why is that so important for employers?

EP: Human relationships are key to any business. The quality of those relationships is a critical determinant of bottom line success.  Ideally, employees should to be able to work together and communicate with each other to produce the best product or provide the best service for their customers and/or clients. This is particularly important in the reality of today’s recessionary economy. Companies that want to survive and thrive in these times must be resilient, creative and adaptive and that won’t happen without healthy workplace relationships, characterized by open and honest communication.  Disrespectful behaviors like harassment and bullying produce fear based cultures which diminish trust, resulting in damaged and destroyed relationships. This impacts directly on the bottom line. 

(more…)

We are pleased to welcome guest blogger Lynn Taylor. She is a nationally recognized workplace expert and author with 20 years of expertise. She shares with us her vision for achieving a humanized workplace.

The Humanized Workplace: A Goal Worth Achieving

These days, it seems that when you hear the word “boss” in the media, it’s all too often preceded by the word “bad”. That may be understandable, what with layoffs, stress in the workplace, CEOs under scrutiny for misdeeds, and other fallout of the recession. Perhaps it’s partly a case of “those who fire, take the blame”. Or, maybe it’s just easy to demonize the people at the top.

Whatever the case, either the ratio of bad bosses to good has increased exponentially over the past year or so, or we’re all becoming more aware of the importance of the “respectful workplace.” I tend to think that it’s the latter and that (thankfully!) this makes truly bad managers more visible today.

Since the launch of my book several weeks ago, Tame Your Terrible Office Tyrant™(TOT): How to Manage Childish Boss Behavior and Thrive in Your Job, I’ve been often asked if I believe all bosses are “bad.” My passion and goal is really to encourage the workforce to see the human side of office dynamics…to create a more humanized, productive and yes, respectful workplace. One that is safe for success… safe for employees to make mistakes, innovate and take risks. It should certainly be role modeled from the most senior levels in an organization. But everyone can help engender a supportive and emotionally healthy work environment.

(more…)