Project Management and Workplace Respect

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:

1. Take time to learn and observe those with influence (i.e. senior management, human resources staff, your manager).
2. 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?)
3. Consider what information would be needed create the most impactful and effective strategy to present a complaint? How would you obtain this evidence?
4. Document every incident of unacceptable behavior in detail.
5. Consider whether you have any colleagues willing to join forces with you – there is power and credibility in numbers.
6. 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

I received this question from one of the recent webinar attendees:

“I have been told by a Human Resources Director that workforce bullying is not called bullying but a different term, but I can't recall it. Do you know the term?”

A. Some organizations prefer to use more neutral terms and are shy to give workplace bullying such a direct identifier. I can understand this but I must also note that this doesn’t help prevent and address the issue when you water it down using less impactful terminology.

In many organizations, bullying falls into the broader language of a Workplace Respect Policy that stipulates what is unacceptable workplace behavior. With that in mind, I’ve seen organizations call it “workplace disrespect”, “unacceptable workplace behavior”, “workplace harassment”, and “rudeness”.

What is it called in your organization? 

Yesterday I hosted a webinar on the global challenge of bullying in project management. 1246 participants from 60 countries made the webinar incredibly engaging and I want to thank everyone for their comments, questions, and feedback. I intend to add posts to respond to some of the great questions and issues raised. I' also preparing for a follow up webinar - so stay tuned!

The Atlantic (June 2015) features a fascinating article about whether it pays to be a jerk in business. After deeply exploring different perspectives, available research and presenting a very balanced essay,  Jerry Useem concludes:

“To summarize: being a jerk is likely to fail you, at least in the long run, if it brings no spillover benefits to the group; if your professional transactions involve people you’ll have to deal with over and over again; if you stumble even once; and finally, if you lack the powerful charismatic aura of a Steve Jobs. Which is to say: being a jerk will fail most people most of the time.”

Does this help convince you that rudeness, disrespect and bullying aren’t a leadership style?

Useem, Jerry. The Atlantic Vol.315 – No. 5. June 2015 p. 48 – 58 “Why it Pays to Be a Jerk”

Discriminatory Workplace Harassment has a legal foundation that is different from workplace bullying.  

It is much more narrow than dictionary or workplace policy defined harassment. While many employers have policies that prohibit workplace harassment, these are separate from and flow directly from the issue of discrimination.

 Erica Pinsky’s book titled Road to Respect: Path to Profit  is helpful. She notes:

   "Workplace harassment flows from human rights law…and is very specifically  defined...Human rights law was structured in response to historical discrimination in our society." (pages 63 - 68).

  In order for an individual to be deemed to be illegally harassing another at work, the victim must be able to prove that they were targeted for their race, gender, age, religion, ethnicity, marital status, or sexual orientation.

It is a form of illegal discrimination and can be defined as “a type of discrimination and means engaging in a course of annoying comments or conduct that is known or ought reasonably to be known to be unwelcome, that is tied to a prohibited ground of discrimination and that detrimentally affects the work environment or leads to adverse job-related consequences for the victim of harassment.” (Pinsky, page 66).

If you have questions about workplace harassment, I may be able to direct you to how to get answers.