How does a PMP cope with an organizational culture of workplace disrespect?
Paul PelletierProject management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting Vancouver, British Columbia, Canada
Q. How does an individual confront an organizational culture of bullying in the workplace?
I was asked this question during the webinar I presented on July 28 on "Bullying in Project Management". 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!
Please provide your comments. I'd love to hear what's happening out there globally.
Saving Changes...
Sort By:
arlene trimbleAssistant IT Director| Local GovernmentAlamo, Ca, United States
I totally agree with the items you mentioned.
Positively influencing the behavior of others could also be accomplished through modeling of desired behaviors.
You can also start small with your own project team or organization unit by mutually discussing positive team behaviors that are expected during the project. This could be done during the initiation phase by asking the project team members to define what are the values and working agreements that the team members would observe during the project duration.
If you have a functional team, positive team behavior c can be reinforced during team meetings and one-on-one meetings by highlighting on the positive behaviors and asking the team what could be done more or what needs to stop so that negative behaviors will not persist.
If this is an organization wide behavior by a select few, senior management needs to be involved so that there is a consistent message across the board of what behavior can be tolerated. Perhaps, the organizational leadership will need to remind staff on the organization's vision, mission, and objectives for a start.
HR will need to be consulted as well during the process. Documentation requirements will need to be followed as well. Saving Changes...
Paul PelletierProject management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting Vancouver, British Columbia, Canada
Thanks Arlene for your helpful advice and comments. You have identified the key influencers in addressing workplace respect issues. the challenge is persuading them to be change leaders and motivating everyone to embrace such change. Workplace culture is sometimes deeply rooted and organizations often aren't even aware that a culture of disrespect has evolved. The focus on results often leads to finding excuses for people who have poorly behaved citing stress, pressures, and circumstances.
It's very easy to find a reason not to change if the organization is focused on results and survival of the fittest. This was recently raised in the media in relation to Amazon. Whether Amazon's culture is as disrespectful as has been alleged isn't clear. What is clear is that there is a difference of opinion. Amazon has an opportunity in front of it - earnestly acknowledge they might have gotten off track and sincerely make efforts to improve. Otherwise, perception may become reality.
Saving Changes...
