What if you work for an organization with a disrespectful and bullying culture?
From the Project Management and Workplace Respect Blog
by Paul Pelletier
This blog is dedicated to raising awareness about workplace respect in relation to project management. Workplace disrespect is a worldwide problem that is exceedingly damaging to projects and business. Incivility negatively impacts project success and results in financial, human resources, productivity, risk management, and legal costs.
There are many things PMs and organizations can do to prevent and address workplace disrespect. This blog aims to help guide the way.
Recent Posts
Podcast on Dealing with Workplace Bullies
PM World Journal Editor's Choice Award
What to Do if a Leader is Accused of Harassment
Workplace Culture and Project Success
International Project Management Day Events for PMI Switzerland
Categories
article,
bullying,
Diversity,
Ethics,
harassment,
inclusion,
Leadership,
presentation,
UAE,
webinar,
workplace respect
Date
Q. How does an PM deal with an organizational culture of bullying in the workplace?
This is a complex question that I have created an entire presentation and workshop on. The best short answer is to appreciate what is within your realm of control and influence in order to create an action plan. For example, you may quickly observe that these cultural norms aren’t adopted by the whole organization but seem to have evolved in your unit. That may give you an opportunity of influence outside the unit. Alternatively, you may see the senior management adopting a disrespectful tone and exhibiting poor leadership skills.
Before you decide what to do, here is a list of issues to consider:
- Take time to learn and observe those with influence (i.e. senior management, human resources staff, your manager).
- Do your investigative homework (i.e. What policies are in place related to workplace behavior? What is the complaints process? Is it fair, safe? Have there been others who complained? If so, what was the result?)
- Consider what information would be needed create the most impactful and effective strategy to present a complaint? How would you obtain this evidence?
- Document every incident of unacceptable behavior in detail.
- Consider whether you have any colleagues willing to join forces with you – there is power and credibility in numbers.
- Realistically assess the risks and challenges you would face if you raised the flag. Be courageous but sensible.
With all the information in hand, create your action plan. Consider this a project. Be strategic, focused and patient. Plan - only move ahead when you are ready. Be prepared for conflict and challenges. Always have a strategy to protect yourself, your health. It is possible that the best strategy is to develop your organizational exit plan. You may not be able to change this toxic workplace but you can leave a message about why you left and move onto a harmonious workplace. Work somewhere awesome!
I'd love to hear your comments and stories to help inform everyone dealing with these challenges
Posted on: July 31, 2015 06:55 PM |
Permalink
Comments (3)
Please login or join to subscribe to this item
rachel town
Kent State University Ashtabula
Ashtabula, Oh, United States
No matter where you go in the world, what area your profession is in and no matter what your age is I believe there will always be some sort of bullying until the world ends. Is it right? No, however many people do not stop to think why the bullying is occurring in the first place. When you break bullying down into its simplest form it is just a defense mechanism. Whether it stems from cultural differences or diverse norms it will almost always stem from the individual defensively pulling out an invisible shield because deep down they are actually afraid of something. Until the root of the problem is at least acknowledged, not necessarily satisfied, closure can never be justified for the victims.
Abdullah Al Mamoon
Deputy Managing Director & COO| United Commercial Bank PLC
Dhaka, Bangladesh
I think reputation or personal branding of a PM is one of the key elements to survive in such a organization and then gradually foster the reputation across all functional units. After establishing self credibility, planning for change and implementating the same following methodically planned change strategy would be a prudent strategy. And driving the change must have to be gradual, definitely not radical. In most of the cases, success depends on top down push rather than preaching across the organization. Hence influencing the organizational power grids would be a vital dependency here. Emotional intelligence can significantly contribute in creating personal branding. A PM with emotional intelligence is most likely to succeed in changing the mindset of people at all levels including the top brass. Direct confrontation with such organization would cause immediate off loading from the fleet, even could be a forceful departure.
Jaycee Krüger
Director | Mhlegahlatini (Pty) Ltd
Heidelberg, Gauteng, South Africa
Please Login/Register to leave a comment.
|
"The only way to keep your health is to eat what you don't want, drink what you don't like and do what you'd rather not."
- Mark Twain
|
