Workplace harassment and discrimination are serious problems that can have a devastating impact on employees. They can create a hostile work environment, lead to decreased productivity, and even result in physical or psychological harm. Employers have a legal obligation to take steps to prevent and address workplace harassment and discrimination. Not only is it legally imperative, but it is also important to the company’s bottom line. Research shows that workplace harassment and discrimination lead to billions of associated costs to corporations globally each year. One of the most important steps is to conduct thorough investigations whenever a complaint is made.
A workplace investigation is a process of gathering information and evidence to determine whether or not harassment or discrimination has occurred. The goal of an investigation is to uncover the facts of the situation and to reach a fair and impartial decision.
Investigating Workplace Harassment and Discrimination
There are a number of steps involved in conducting an investigation into workplace harassment and discrimination. These steps include:
Gathering information. The investigator will need to gather as much information as possible about the incident, including the names of the people involved, the date and time of the incident, and the specific details of what happened.
Interviewing witnesses. The investigator will need to interview all of the witnesses to the incident, including the complainant, the alleged harasser, and any other employees who may have knowledge of the situation.
Reviewing documentation. The investigator may also need to review any relevant documentation, such as emails, text messages, or other written records.
Reaching a conclusion. After gathering all of the information, the investigator will need to reach a conclusion about whether or not harassment or discrimination has occurred. The investigator will then make a recommendation to the employer about how to proceed.
Workplace investigations can be complex and challenging. However, they are an essential tool for employers to prevent and address harassment and discrimination. By conducting thorough investigations, employers can create a safe and respectful workplace for all employees.
Here are some additional tips for conducting workplace investigations
Choose an impartial investigator. The investigator should be someone who is not directly involved in the situation and who has no prior relationship with the people involved.
Conduct the investigation in a timely manner. The investigation should be conducted as quickly as possible to minimize the disruption to the workplace and to allow the employee to feel safe and secure.
Be respectful of all parties involved. The investigator should treat all parties involved with respect, regardless of their role in the incident.
Document the investigation thoroughly. The investigator should document all of the steps taken during the investigation, including the information gathered, the interviews conducted, and the conclusions reached.
By following these tips, employers can conduct workplace investigations that are fair, impartial, and thorough. This will help to ensure that harassment and discrimination are prevented and addressed in the workplace.
Here are some of the signs that may indicate that harassment or discrimination is occurring in your workplace:
Employees are avoiding certain people or areas of the workplace.
Employees are making complaints about their treatment.
There is a decline in productivity or morale.
There are reports of injuries or illnesses that may be related to stress or harassment.
If you suspect that harassment or discrimination is occurring in your workplace, it is important to take action. You can start by talking to the employee who is being harassed or discriminated against. You can also contact your human resources department or an outside investigator. By taking action, you can help to create a safe and respectful workplace for all employees.
Hiring a private investigator
Despite the best of intentions, some companies or human resource departments may lack the appropriate resources or expertise to conduct a workplace investigation. In the event that the company finds itself unprepared, a third-party investigation by a private investigator may be the appropriate solution. Private investigators have a great deal of experience in identifying the unseen factors in any given situation. They can fully document all of their discoveries throughout the course of the investigation. There is no more impartial investigator than a private investigator independent from the corporation or organization, because they have no stake in the outcome. If you need a workplace investigation, reach out to Lauth Investigations International for a free quote on how we can help improve your business.
In an age where technology is ubiquitous and corporate culture becomes more important every day, having a toxic workplace is one of the biggest blows to any company’s bottom line. A toxic workplace contributes to stagnating corporate phenomenon such as high turnover, low employee engagement, and sharp declines in productivity. If you are unsure if your company is exhibiting symptoms of a toxic workplace, employees are always going to be your greatest resource for measuring the culture.
Questions to Measure a Toxic Workplace
Here are some corporate culture interview questions you can ask your employees to determine whether you have a toxic workplace:
How would you describe the company culture? This is a broad question that can give you a general sense of the company’s values and norms. Pay attention to the specific words and phrases the employee uses to describe the culture.
What are the most and least enjoyable aspects of working here? This question can help you identify any potential areas of conflict or dissatisfaction.
How would you describe the communication style here? Is it open and transparent, or is it more hierarchical and secretive?
How do you feel about the level of trust and respect between employees? This is an important question to ask, as a lack of trust and respect can be a sign of a toxic workplace.
How would you describe the work-life balance here? Do employees feel like they are able to balance their work and personal lives, or do they feel like they are constantly being overworked?
What is the company’s approach to conflict resolution? How does the company handle disagreements and disputes? Is there a culture of open communication and problem-solving, or is conflict seen as something to be avoided?
What is the company’s policy on harassment and discrimination? How does the company handle these issues? Do employees feel comfortable reporting harassment or discrimination, or do they feel like they will be punished for doing so?
Toxic Workplace Evaluations
It is important to ask these questions in a way that is respectful and non-judgmental. You want to create an environment where employees feel comfortable being honest with you. If you get any red flags from the answers you receive, you may want to follow up with more specific questions or conduct further investigations.
Here are some additional tips for asking corporate culture interview questions:
Be specific. Instead of asking general questions like “What is the company culture like?”, ask more specific questions about specific aspects of the culture. For example, you could ask “How would you describe the communication style here?” or “How do you feel about the level of trust and respect between employees?”
Listen carefully to the answers. Pay attention to the specific words and phrases the employee uses to describe the culture. This can give you a lot of insight into their experience.
Follow up with clarifying questions. If you are not sure what an employee means by something, ask them to clarify. This will help you get a better understanding of their experience.
Be respectful. Remember that you are asking employees about their personal experiences. Be respectful of their time and their feelings.
By asking these questions, you can get a better sense of whether your workplace is toxic or not. This information can help you take steps to improve the culture and create a more positive and supportive work environment for all employees.
A healthy working environment is crucial for the success of businesses, and an angry employee can be a symptom of sickness When a working environment is favorable, employees can quickly excel according to their full potential. The reason is that employees play the critical role of assisting and supporting top managers and executives to help the company achieve its short and long-term objectives. Therefore, as a manager, leader, or business owner, you must always ensure your employees are motivated enough to stay committed to your organization’s culture.
However, you can’t always control the emotions of all your employees. Sometimes, your employees may be dissatisfied, but how well you handle the situation could change the outcome. Of course, angry employees are bad for your business, and it doesn’t matter if the cause of their anger is work-related or personal. And failing to address the situation could result in unethical behaviors that could affect several aspects of your business, including its reputation and level of productivity.
Leaders, therefore, need to have a certain level of emotional intelligence to handle a suddenly angry employee. While different businesses have policies and best practices when dealing with angry employees, these tips can apply to most organizations, companies, and business settings.
Acknowledge the feelings of the angry employee
The first step in dealing with a suddenly angry employee is to acknowledge his feelings and allow him to be, even if the cause of anger does not make sense to you. Realize that employees come from different cultural backgrounds, have different upbringings, and have different ways of handling emotions. So instead of just downplaying the feelings of an angry employee, you should make him feel like his voice has been heard. But this does not mean you should condone unacceptable behaviors like shouting, cursing, and other displays of aggression.
Let the angry employee express themselves
Letting an angry employee vent his anger can be therapeutic. This can make him realize how much you care about his feelings. The truth is that some angry employees will express themselves to you, not because they expect you to provide an instant solution to their problems, but simply because they want to feel relieved enough to continue with their day’s job. So the best you can do is to listen carefully to them. However, consider your safety while allowing the angry employee to express himself. For example, do not let an angry employee threaten, brutalize, or shout at you in a manner that compromises your workplace culture.
Look at things from the perspective of the angry employee
Most managers are so used to being objective and protecting the interest of their organizations that it can be so difficult for them to look at situations from the employees’ perspectives. So instead of using your logic, try to put yourself in an angry employee’s position and imagine how you would feel if the same thing happened to you. This could help you sympathize with the employee without sounding condescending.
Thank the employee for their feedback
It’s crucial to thank the angry employee after listening to their problems. Consider all they said as constructive criticism, even if you find it damaging your ego. Realize that every complaint you receive from an angry employee could be the perfect opportunity to make improvements for the betterment of the organization. It will help if you think positively, as it takes a lot of courage for employees to express their feelings to their bosses or superiors openly.
Communicate what they expressed back to them
According to HR professionals, it is of the utmost importance to repeat the problem to the employee to ensure that you both have communicated effectively. Tell him a summary of your understanding and ask if that is correct. Remember that some people find it hard to be coherent with their explanations at the peak of angry emotions. So it would help if you summarize all you understood to him to be sure you both are on the same page. After all, you can only solve a problem if you have understood it.
Apologize to theangry employee
It will also help if you apologize for the frustration the angry employee could be going through. Even if you are not responsible for their anger, apologizing will make them realize how much you care about their feelings. In addition, such an apology is also proof that you have offered a listening ear to them. However, you must ensure that your apology is sincere and not condescending. An insincere apology might instead end up provoking more anger.
Take an actionable step
After listening and apologizing to the angry employee, you need to take actionable steps to ensure the problem is solved and things like that will not repeat. All your actions should, however, aim to improve your organization’s culture and work environment. For example, some actionable steps could include firing the person responsible for the anger, promoting or demoting some employees, modifying the organization’s policies, scheduling a meeting with the problematic team, or buying new equipment. Even if you cannot take immediate action, it will help if you start drafting down your plan of action.
Follow up with the angry employee later.
After taking actionable steps to solve the problem, make it a duty to follow up with the employee later to find out how they are fairing. There is no specific timeline for follow-up, as it could be a week later, months later, or even one year later, depending on the severity of the matter. However, holding such private meetings will make the employee realize how much you care about their well-being, making them respect his management more.
Workplace culture refers to shared values, norms, and beliefs that characterize an organization or enterprise. It is like a social operating system that influences how employees interact, communicate, and collaborate. Of course, improving workplace culture goes a long way in influencing how employees interact with clients and their communities at large. A company’s culture can either positively impact the organization by making it thrive or adversely affect it by causing it to suffer.
As a leader, you need to continuously strive hard to improve or upgrade your operating system to help your organization achieve its short- and long-term objectives. Of course, there is no specific strategy to improve workplace culture, but so far, most leaders have focused on carrying out a culture audit, which helps them identify the existing cultural problems and take the proper steps to overcome them.
A strong workplace culture is essential for the success of every organization. While there can be many strategies for improving workplace culture, the most effective ones often start from the top. Here are a few key ingredients that the management could use to enhance workplace culture;
Define a clear and inspiring mission for the organization.
One of the most crucial things the top management can in improving workplace culture is to define a clear and inspiring mission for the organization. Employees are more likely to be at their best and work according to their full potential if they believe in the organization’s missions. A clear and inspiring mission will make employees think they are part of something larger than themselves, pushing them to work even harder. In addition, when employees become aware of their organization’s mission, they start to understand exactly how their efforts can contribute to its overall success.
Define the core values of the organization.
An organization’s core values are clearly stated principles regarding its vision, mission, and regulations. However, core values that promote growth, development, commitment to open communication, and balanced life will likely reflect positively on your organization’s culture. For example, when employees feel free to share their ideas and feedback without fear of retribution, they are most likely to come up with great ideas to help the organization achieve its short and long-term goals. Similarly, when employees feel they have opportunities to learn and grow within the company, they become more committed to using their existing resources to work according to their full potential. In addition, when employees feel like they can balance their work and personal lives, they become mentally sound and motivated to do their best at work. So, defining the correct core values is a crucial step for top-management to help improve workplace culture.
Encourage employee recognition
Encouraging employee recognition can also help improve your company’s culture. Of course, employee recognition is different from employee appreciation. While appreciation helps make employees feel valued for their talents, contributions, and positive attitude toward work, recognition focuses more on showing appreciation through actions. An example of employee recognition is officially appreciating the best worker in every department with a car gift, cash, or a trip to a beautiful resort at the end of the year. Nevertheless, employee recognition is essential as it goes a long way to raise employee engagement. According to statistics, an estimated 78% of employees claim they become more engaged in their workplaces whenever they receive strong recognition from their organizations. However, aside from rising engagement levels, employee recognition encourages innovations and high productivity levels and also goes a long way to attract and retain qualified employees.
Create positive experiences for employees.
Creating positive employee experiences can also help improve your workplace culture as a manager. Company culture and employee experiences are intrinsically connected. Employee experiences, however, refer to the combined feelings of your employees about their experiences within the organization. Therefore, factors, including conversations, interactions, work tools, and processes, can form the overall experiences of employees. Positive experiences will contribute to a great employee experience. In contrast, negative experiences such as lack of team connection, inability to access working resources, and degrading comments from superiors could result in a poor employee experience. So as a leader, you need to be intentional about fostering positive employee experiences, which can, in turn, result in greater employee engagement and increased enthusiasm.
Give teams autonomy
The importance of autonomy in teams within workplaces can never be overemphasized. As a leader of an organization, you must give team members self-governing powers to build a culture of teamwork and contribution. So instead of trying to micro-manage all the teams within your organization, it’s better to encourage team autonomy while simultaneously setting the tones and expectations of these teams. For example, it would make more sense to guide the teams within your organization instead of always telling them what to do. Your responsibility as a leader is to mentor, inspire, connect, and trust your units instead of dictating what must be done. After all, autonomy goes a long way to paving the way for creativity and innovation.
Organize one-to-ones periodically
Another important way of improving workplace culture is to organize one-on-one meetings periodically. Such meetings are a perfect opportunity for you to converse with your employees and discover the problems affecting them individually and within the organization. During such meetings, you must allow them to speak openly while you carefully listen to them. Remember, you could use the outcomes of such meetings to upgrade or improve your organization’s procedures, leading to greater employee engagement and higher productivity levels.
Corporate culture is the manifestation of the relationship between leadership and their employees. It is sometimes referred to as organizational culture. It concerns how policies and communication from the top of a corporation can directly influence the level of employee engagement and satisfaction at multiple levels of an organization. When a company’s management does not show initiative to improve operations surrounding these types of complaints, it can create a culture of silence & resentment within the workforce. Healthy corporate culture creates a cycle of satisfaction and productivity that both benefits the bottom line and improves employee engagement for a balanced, stream of operations. When your corporate culture has declined significantly, an internal audit is necessary.
Signs You Need a Corporate Culture Audit
How do you know when your business or organization needs a corporate culture audit? The fact of the matter is that you don’t have to be an educated risk assessment investigator to identify the signs. Many employees can trace their workplace woes back to an internal process or another employee they do not like. Sometimes it’s difficult to discern whether your organization needs a corporate culture audit. Here are 8 of the most prevalent signs that leadership should watch out for when it comes to declining corporate culture.
8. High-Pressure Environment
There is a plethora of high-pressure jobs that can create tension in the workplace, like media conglomerates, financial firms, and law offices. When stress is part of the job, many employers go the extra mile to ensure that their employees can have good work-life balance, such as paid-time-off, vacations, and comprehensive benefits. In high-pressure jobs where these things are not available to employees, the workforce regularly experiences burnout and lack of engagement. When leadership is ignorant or inattentive to these issues within their corporation, it drives corporate culture down and contributes to the overall detriment of the workplace.
7. Employee Apathy = Poor Corporate Culture
Every employee has substandard days for a myriad of reasons, but when the workplace is constantly plagued by low energy and low morale, it spreads like a cancer throughout the organization. Employees who are engaged in the workplace increase productivity and customer experience. When apathy spreads throughout the workplace, it usually indicates that the root cause is pervasive, effects everyone, and needs to be neutralized as soon as possible.
If your organization is running into the same problems
quarter to quarter, this is a major red flag. The nature of the problems are insignificant—whether
it’s a problem with internal processes or multiple complaints of harassment,
the fact that the problem continues to thrive within the workplace indicates
that there is a fundamental issue with internal processes or personnel. While
each issue may have resolved initially, the root of the problem was never
identified or addressed. A healthy cycle of corporate culture cannot grow in
such an environment.
5. Poor Investments in People
When it comes to hiring and promoting employees, sometimes
leadership does not always make a sound investment in a single employee. It
happens in every business, where a new hire or promoted employee does not meet
expectations as predicted. This can bring internal operations to a screeching
halt, whether executives elect to correct this poor investment via termination
and turn-over, or to ignore the issue and allow that employee to continue
stalling the corporation’s mission.
4. Questionable Ethics
“Questionable ethics” does not mean that it’s apparent that
there is illegal or ethically unclear practices taking place within the
workplace—otherwise it would be much higher on this list. “Questionable ethics”
actually refers to individual employees’ understanding and ability to explain
their company’s values. Regardless of intent, corporations are sometimes vague
about their mission or values, using rosy words that denote a company with
integrity and passion for bringing their products and consumers together. This
can make it difficult for employees to intellectualize company goals and
vision. When the workforce does not have a clear, common goal to achieve as a
whole, employees can easily become detached and apathetic.
3. Lack of Accountability
When corporate culture is healthy, there is a mindful unity throughout the workforce, in which individual employees are content, engaged, and working towards the same goal. When the corporate culture is poor, individual employees at all levels refuse to take responsibility when something goes wrong. Lack of accountability for a mistake or oversight leads to a great deal of finger-pointing and shrugging in meetings and over email, and slows down the wheels of progress within a corporation or organization.
2. Bad Behavior in Leadership
Corporate culture audits can catch some of the most elusive culprits of tainting corporate culture: Executives and leadership. The old adage goes, “The fish stinks from the head,” meaning that most distasteful things within a company or organization can be traced back to leadership. Whether it is a supervising manager or an executive, bad behavior on behalf of leadership always trickles down into the rest of the workforce, because the supposition is, “If the boss is doing this, it must be okay.” This applies to all levels of bad behavior, from theft to malingering and everything in between.
1. Lack of Diversity
The number one indicator that your company or organization might need a corporate culture audit is a lack of diversity in the workforce. Any corporate culture that is homogenized with regards to race, gender identity, sexual orientation, or even age lacks the inherent ability to grow and change. Leadership in the workplace—management and executive positions—are dominated by cisgender, straight, white men, who are statistically projected to hire other individuals who are also in this category. Individuals in this category are hired, mentored, and promoted more than others, which feeds into a cycle of stagnation that will ultimately hurt the company or organization. The value of diversity comes with the support of trusted employees from many walks of life—employees who have had different life experiences and have a perspective that can reinvigorate an organization’s vision or mission—ensuring that the pursuits of the workplace are growing and changing along with the rest of the economy.
