11/ 30/ 2007
Most employees have experienced it at some point--the barbs of a mean-spirited coworker whose sarcasm consistently leaves everyone in the office feeling demeaned, angry and stressed out. Not only can bullish behavior turn your workplace into a war zone, it can also hurt your bottom line.
When these kinds of antics come from managers, it can cause productivity and morale to decrease, turnover to rise and the internal health of your organization to break down, according to Robert Sutton, Ph.D., a professor at Stanford University and author of several books on management and employee relations.
Through his research, Sutton has heard from many disgruntled employees who complain of supervisors who yell, put others down and lie. One boss even stole an employee's food, Sutton says.
"It's clear that people, especially supervisors, who are nasty at work are eventually going to motivate others to leave the company," he says.
Keeping managers like these on the payroll "is just not economically smart," Sutton adds. "Even the most productive jerks are not worth it."
How can a small business avoid the high cost of bad behavior? Start by creating a corporate culture that supports positive engagement, Sutton suggests.
Lars Dalgaard, CEO of SuccessFactors (www.successfactors.com), does this at his San Mateo, Calif.-based performance and talent management technology company by asking new hires to sign "rules of engagement," demanding respect, mutual accountability and positive interaction.
If an employee breaks the rules, any coworker--regardless of rank--can call him out. An apology is quickly made, the behavior stops and everyone returns to work feeling empowered. This approach has allowed Dalgaard to triple the growth of his business every year since its inception in 2001.
Owners should let managers know that their performance will be judged by how they demonstrate the company's core values. That means treating all people in a civilized way, Sutton says. Admit that you and others will make mistakes, but when you blow it, quickly take responsibility. If an apology is needed, make it public. And be the first to set the example you want others to follow.
"To transform your business culture, first look at yourself and make sure you're creating a positive environment with your words and your actions," Sutton says.
Politeness Pledge
Struggling for more civility in your office? Start by creating "rules of engagement" for employees to follow, like these from SuccessFactors' Lars Dalgaard.
- I will be passionate and approach my work with fun and enthusiasm.
- I will demonstrate respect for others (play nice, listen and act with integrity).
- I will do what it takes to get the job done while respecting legal and ethical boundaries.
- I will recognize colleagues when we win. I will never leave them behind when we lose.
- I will approach every day as an opportunity to improve, admitting to and learning from my mistakes.
NFIB.com
Discover how to empower managers and improve employee relations in your workplace by visiting "Workplace Policies" in the "HR" section of www.NFIB.com/toolsandtips.
