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Creating an anti-bullying workplace culture

Posted on August 24, 2016 by admin

Quite often, being too slow to name bullying behaviours that pose health and safety risks in the workplace can cost businesses millions of dollars each year through lost productivity.

Workplace bullying is repeated unreasonable behaviour directed towards a staff member or a group of workers that puts their health and safety at risk. Instances of workplace bullying include deliberately intending to cause physical and psychological distress and includes behaviour that intimidates, offends, degrades or humiliates a victim.

Here is a simple process businesses can implement to build an anti-bullying culture at work:

Bullying can be fairly easy to recognise. Forms of bullying include repeated harassment, exclusion and setting unreasonable expectations that a person is certain to fail. Recognise when staff are unhappy, quiet or unengaged with their work and whether there is a positive or toxic atmosphere in a workspace.

There is no mistaking bullying in action; the way people interact at work is a dead giveaway as to whether bullying is taking place. Examples of bullying patterns include one or several staff members converging on one or a minority of other staff members, snide comments slipped into conversations around the water cooler and the body language workers have to one another.

Bystanders of bullies are often reluctant to become involved when a bully is having a go at someone, but staying silent can be considered by many as simply accepting the practice as normal.

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Tips for incorporating career mentoring into your business

Posted on February 28, 2020 by admin

A career mentorship program involves partnerships between employees to develop professional skills and gain industry knowledge. Due to their requirement for a collaborative effort, career mentoring programs are often seen as powerful development tools for cultivating both leaders and employees within a business.

Whether you are a small business owner or a multinational corporate leader, the implementation of a mentorship program will always be profitable for businesses as not only does it create a harmonious workplace culture, it also helps to attract and retain employees.

As straight-forward as career mentoring sounds, there are a few key tips to keep in mind when building a mentorship program for your business:

Make sure your mentoring program is clearly defined:
To create a successful mentoring program, both mentors and mentees should have a concise understanding of their roles and what they would like to gain from the mentorship. By succinctly outlining the purpose of the mentoring program, mentors and mentees are more likely to keep organised and communicate respectfully with the guarantee of mutual rewards.

There should also be short-term and long-term goals established for all parties involved, including the business. These goals could be the narrowing of particular skill gaps or creating a more open workplace culture. By having these goals set in stone, both mentors and mentees and have a clear direction to work towards.

Personalise the match-making process:
Often times, businesses will match a mentor and mentee together depending on their skill-set and position within the company. While on paper, this may appear to be an efficient process, but the lack of chemistry between a mentor and mentee may prove to be devastating for the workplace environment.

As a result, be sure to involve both mentors and mentees in the match-making process and take into account personality traits. You could do this by asking employees to take a personality test to ensure compatibility in career goals, personal interests and preferred communication methods.

Be involved as a third-party:
Lastly, it is the responsibility of the business to check-in on the progress of mentorship programs in order to understand how mentors and mentees can grow together and what improvements can be made to the program. Remember to always refer back to the long-term goals established and consider the feedback provided by mentors and mentees from the program.

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