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Monthly Archives

September 2016

Three stats that will blow your mind

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Did you know??

  • Engaged employees take an average of 60% fewer sick days per year than disengaged ones?
  • Engaged employees generate 40% more revenue than disengaged ones?
  • That 48% of workers on the receiving end of incivility say they intentionally decrease work effort, and 78% say their commitment to the organization declines?

You’ve seen my emails about the upcoming webinar offering insight into the seven facets of employee engagement. If you haven’t registered yet, you might miss out on learning how to:

  • Get employees excited about their work and your business
  • Deliver super budget-friendly learning opportunities for your employees (because they want to grow!)
  • Use your performance management process to increase engagement
  • Keep good employees even if you aren’t paying them top dollar

I’ve got a few seats left and I’d love for you to join me! I’m going to give you over 50 action items you can easily implement to start increasing engagement immediately.

Click here to register for the webinar. It’s next week, on October 5 from 10-11 am PST.

Catherine Mattice
Civility Partners
Your partner in building a positive workplace so your employees can thrive
www.CivilityPartners.com

Case Study: How culture drives a 100-year old company

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Many organizations do not focus on a culture of engagement because they believe there will be no tangible benefits – despite the thousands of research articles that show otherwise.

I recently ran into an old friend who managed the culture at the Hard Rock Hotel in San Diego, and who is now the Director of Human Resources (AKA “Employee Lifestyle”) at HG Fenton, so I asked her for a quick informative interview because I know her organization’s culture rocks.

Below is a snippet of the conversation. The entire conversation is here on my blog if you want to learn more!

I know that employee engagement comes from employees finding meaning in their work. How do you help employees find meaning in property management?

Our purpose is to create opportunities for our employees to flourish, our residents to live well, and for businesses to succeed. So we focus on those three things all day, every day, and that’s how we find meaning in our work.

How does your organization communicate the culture?

We have a set of values and we live by them. I have never seen a company intertwine culture into the day-to-day the way we do here. We don’t need posters on all the walls; everyone knows the values and we honestly live them each and every day as they are incorporated into our conversations, decisions, and business goals.

Do you outperform your competitors? You said your culture works, so what does that mean for the company’s performance?

We’ve had 110 years of success and our goal is to have another 110 years of it. Financially and from a service perspective (as measured in the industry customer satisfaction surveys) we outperform our competitors. Our employee retention rate far exceeds within and outside our industry. Our employees are flourishing, our residents/tenants are living and working well, and our shareholders are happy. Win-win-win all around!

Check out the rest of this conversation to learn more about how HG Fenton’s culture drives them.

If you’re interested in building a culture that gets you results like HG Fenton’s does, I’m doing a webinar on Oct 5, 2016. I’m going to give you the seven facets of employee engagement, and exactly 52 easy-to-implement action items for creating it.

Get your spot before it’s gone.

Catherine

P.S. 99% of the tips I provide on the webinar are no or low cost… so you’ll be able to implement some engagement-building activities immediately after the webinar is over! Claim your seat.

Are Hilary and Trump showing up in your workplace?

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Recently someone asked me about how to handle conversations about the presidential campaign at work. Emotions are running higher than usual this year, and it’s apparently bleeding into the workplace.

Employees may find themselves in a conversation around the water cooler that could easily get out of hand.

Here’s A Few Tips for Curbing Political Talk at Work

If politics is seeping into your organization, send an email to all employees at all levels, reminding them that your organization is a workplace focused on respect and civility, so emotional and angry political conversations have no place in your company.

You could also provide the following types of reminders:

  • Although political conversations evoke strong emotions, everyone should keep their volume and emotions in check.
  • If you don’t like where a conversation is headed, just say, “Excuse me, I’m going to step out” and walk away.
  • Don’t expect to convince others to vote for your candidate of choice. If you go into political conversations knowing it will only be a conversation, and you will never be successful in swaying people, it can help keep your frustrations down.
  • Agree to disagree. The workplace is already full of different people who believe in different religions, ways of life, and more, so continue to celebrate those differences and enjoy your co-workers.

In the end, politics have nothing to do with the job at hand, and conversations about politics leave the door wide open for hurt, anger and frustration. They also open the door for retaliation, and behavior that could be illegal. Anger breeds aggression, and aggression can turn into a harassment law suit. (No, political party is not a protected class. But any good plaintiff’s attorney can find a protected class to stick their client into if they need to make a case.)

Here’s What NOT To Do

Employers should stay away from attempting to ban political conversation altogether. If an employee talks about a candidate’s promise to increase wages, for example, this is a conversation about labor issues and trying to ban it could get the employer in trouble.

Also keep in mind that employers cannot dictate how employees should vote, and should never send out any communication of any kind regarding political views of the CEO or leadership.

In the End…

If emotional political conversations are on the rise in your workplace, provide some guidelines for having those conversations, and keep your eyes peeled for any resulting negative behaviors or aggression.

Ultimately, if you have a positive and healthy workplace, where respect and civility are the norm, your employees can likely easily talk about politics without issue.

One More Step

If you’re interested in getting started on building a better culture in your workplace, I’m doing a webinar on Oct 5, 2016 on helping employees thrive. I’m going to give you the seven facets of employee engagement, and 52 easy-to-implement action items for creating it. Claim your spot!

Catherine

Are Workplace Bullying and School-Age Bullying Related?

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I was invited to participate in a 3-part podcast series on HR Latte, with Rayanne Thorne, on the topic of workplace bullying. She had recently read my book,BACK OFF!, and was inspired to spend some time chatting with me about bullying and how to solve it.

We dug into bullying in healthcare and higher education, as well as why bullying happens in these two contexts, how school-age bullying and workplace bullying are related, and the myths of workplace bullying. Our conversation is insightful, with a few tips on what targets and HR can do about it too!

The podcast is 15 minutes, and it’s free – so check it out here! The second episode will be released next week.

Enjoy!