Employee harassment is something that should be foreseen. It is crucial that employers and employees search for any signs of distressed coworkers. Not everyone handles harassment the same way; an employee may present the issue to a manager while another might become annoyed and cause an unnecessary scene. Another thing to keep in mind is that not everyone is comfortable with reporting incidents of harassment and discrimination. Employees may fear retribution or that they’ll be disfavored by fellow coworkers, thus adding additional stress. The culture of a workplace plays a big role as it determines whether or not an employee is comfortable with coming forward with an issue. The following tips can help managers identify workplace harassment and take the necessary measures in response:
Maintain Open Communication and Engagement
Communicate with your employees daily to distinguish any differences in their mood and better understand how they’re feeling each day. Be sure to monitor any unusual shifts in an employee’s behaviour as this can be an indicator that something is wrong. Unusual extended behavior is a clue and should be looked into. Doing this will help strengthen both relationships between employees as well as the workplace culture, and it’ll be easier for employees to voice an issue to a manager.
Carefully Oversee the Workplace
Employees will be able to ask questions and raise concerns with ease if a manager is always visible and accessible to everybody in the workplace. Try to monitor employees as they work, but in a non intimidating way. In doing so, you can deal with any small problems that can be handled quickly (such as any company violations). Keeping an eye on employees will allow you to quickly identify any changes. If an employee suddenly stops talking to their normal group of co-workers, you may want to look into the cause of this. A manager should be interested in their employees’ tasks, and answering any questions they may have.
Record Employee Work Conduct
Any incidents where an employee is subject to harassment or discrimination immediately affects their productivity and relations at work. Monitor the performance of employees to analyze any drastic changes that raise concerns. If the employee doesn’t want to work in a group with certain co-workers, this could be a sign of harassment. Even though this may not be the case in particular, you should always be cautions or you might regret it.
Investigate Reasons for Resignation/Turnover
There are a number of reasons why employees decide to leave a company. Some may decide to leave unexpectedly without much notice or a clear reason. It could be the case that they did not like something about the job, even though they were very proficient in their daily tasks. One of the obvious reasons why people leave is because of an increase in salary or other personal reasons. Also, some may leave due to harassment. Either way, it is important to conduct a short exit interview with an employee to learn more about their decision to resign.
K. Nwankwo | DBPC Blog