Keep Drama on the Stage

 

How much does worker drama affect your projects? Is it a significant factor? Is it the common topic of conversations? Would you rather be focusing on something else, such as project tasks and priorities?

If you are experiencing drama from worker's immature behavior, you are not alone. Careerbuilder recently conducted a survey that is a bit depressing. A key finding: Seventy-seven percent of employees have witnessed some type of childish behavior among colleagues in the workplace. If nothing else, it can inspire you to take measures to reduce the amount of drama that may occur in your project.

CareerBuilder had their team survey 2,532 hiring and human resource managers and 3,039 employees for this report. All respondents were employed full-time and not self-employed.

The following behaviors were reported by more than 30% of respondents:

• Whining(55%!) and pouting
• Tattling
• Starting rumors about co-workers
• Playing pranks on co-workers
• Forming cliques
• Making faces behind a co-worker's back

Sounds like first grade. Of course, a small amount of pranks and fun can be healthy, but the results of this survey indicate that many workplaces have a culture that allows too much immature behavior. Looking through the list should make it clear that such behavior can be corrosive to teams, workforce morale and performance. Understand that this kind of culture does not occur immediately, but evolves over time as some improper behavior is allowed to happen, enabling others to do the same.

If your project work environment does not suffer from this situation, then give thanks and go to another post on this blog. But if you are cursed with such a work culture, then it would be best to take some kind of action rather than let your project be affected by such unconstructive acts.

First, stay positive and constructive. Your message theme should be related to everyone succeeding in the project so the project itself succeeds. Here are some example to get you started.

• Early on, convey the message that constructive behavior is necessary for everyone to work together respectfully on teams. It enables everyone to trust each other. This is expected, of course, in your project.
• Be specific as to what is expected, trying not to focus too much on what is not desired. Allow team members to add behaviors that help teams be successful.
• Be careful when you say "professional" behavior is required. This is essentially an undefined term, so you should elaborate with examples and details when you use the term.
• Correct those who exhibit improper behavior quickly and privately, contrasting their reaction to  the constructive alternatives discussed previously. Be sure the individual sees the disadvantage of the unconstructive behavior and the advantage of behaving more constructively.

Finally, you can counter with data from the survey. For example, the following indicators are used by significant numbers of employers (sometime significant majorities) that workers are not ready for promotion:

• negative or pessimistic attitude
• use of vulgar language
• participation in office gossip

There are other tactics that apply to different types of work cultures. What might work in your experience? Do you work in an environment where there is drama or immature behavior? What is it like?