By Dr. Paul L. Gerhardt, PhD
www.paulgerhardt.com
As leaders, we need to face the facts and recognize that there are times when aggression can occur at work. Aggression is not something that most people enjoy being around or being the recipient of. Aggression can be defined many ways. Knowing how to identify the signs of potential workplace aggression from the first indications can alleviate the situation and create a harmonious and productive environment. Aggression can come in many forms, it can include physical violence or threats of it, teaming up against a colleague, yelling at colleagues, and many other such acts. Understanding the sources of aggression may be useful. It can involve religious, racial, or gender differences and be a result of various types of discrimination. As leaders, we must realize that we may be the cause and not know it. Believe it or not, much of the time aggression can be found to come from supervisors, bosses, colleagues, suppliers, or customers.
Identifying workplace aggression in the workplace can be easy if you are looking for it. It can be noticed in the form of bullying and may be practiced by more than one worker teaming up against another. Bullying can be rather subtle and very often difficult for the victims to handle. Acts may include continuously complaining about the employee (victim) for one thing or another, defacing or destruction of the possessions of an employee or work materials, attempting to hinder the progress of the worker, and isolating the victim or rejecting an employee. It may be passive-aggressive where little choppy negative statements are spewed out as small jabs at individuals.
For some employees, they will try to ignore such aggressive behaviors by simply avoiding it. However, everyone must realize that working in a workplace where aggression is persistent can prove to be an unhealthy and classified as a hostile working environment. When the bullying is documented, employers need to correct the problem once a complaint has been received. Aggression must be handled in a respectful, but assertive way. Instances of workplace aggression should be addressed as soon as possible. Employers must look at all angles of each situation with an open-mind and listen carefully to all parties involved. There is probably much more to it than what you could find on the surface. One must not jump to conclusions, and be aware of any mental filters that can be formed through biases. Awareness is always the key to creating win-win workplaces. The smartest organizations create positive workplaces by educating and training all employees within their organization in order to avoid aggressive behavior getting out of control. It is not a "flavor of the day" program, or "just another mandatory training," but an opportunity for growth for all involved.
Training and education is the best way to change attitudes and behaviors and ensuring that the workplace is safe for all workers. This means that workplace aggression and harassment is clearly defined and spelled-out to all employees, supervisors, and managers. There should be detailed explanations on what harassment is, why it is not acceptable within the organization, what the workers can do about the problem, what are the responsibilities of the employees when it comes to addressing workplace aggression.
One of the most-difficult but necessary things for employers to do is set clear guidelines for which behaviors are acceptable and which are not. There must be a clear plan in place for solving problems of aggression when they do happen. All employees need to know what the consequences of such bullying behavior are, and what is expected from every employee. Awareness helps create a positive and productive organizational culture.
Organizational policies should include written methods that clearly define and recognize aggressive situations and behaviors, the resolution procedures--whether the complaint is formal or informal. It should specifically state what the steps to be taken are to file a complaint and how those complainants will be protected from the aggressors. It should also state what the rights of those accused are.
Leaders and managers must be wise, responsible and have an open-mind in all workplace situations. The ultimate goal is to retain valuable employees and to create an environment where everyone is working together to create a genuine feeling and workplace of progressive-positive success. Leaders or the people who receive, investigate and mediate any complaints must be knowledgeable about the processes. They must also be aware of what decisions they can make and what are the types of support are available to the victims. These types of information needs to be found in the organization’s records and policies in the form of a harassment prevention program. Each and every employee should have a copy, and be aware of the policy’s details. The organization's leaders and all supervisors must also be participants in all policy dissemination, training and education.
Every leader must look at his/her own actions and consider if he/she could ultimately be the cause of any possible aggression from employees. It may start with something as innocent as not listening to an employee or not recognizing the value that an employee brings to the organization. Leaders sometimes fall into the trap of believing that because they are a leader, that they see and know everything. The wise leader deeply listens and show respect to each and every employee. They must consistently and acknowledge and show appreciation to every employee at every opportunities. They must also realize that employees may know things that they do not know and encourage employees to share their valuable ideas.
Employers must take responsibility to ensure that each and every one of their workers feels supported. They can create positive work environments by leading by example. They must follow and to understand the company’s rule and regulations or code of conduct, just as each employee is expected to do so. Having clear and well defined policies, supported by proper training prevents workplace harassment and/or aggression. Well-written policies leaves very little wiggle room for any type of harassment or bullying. The enforces of the policies also have a responsibility to look at all angles of the aggression and realize they may be part of the problem. Workplaces that are perceived as fair, supportive and positive are ones that promote growth and harmony.
Copyright © 2012 by Dr. Paul L. Gerhardt. All right reserved.
