Charles Benayon

Founder & CEO of Aspiria


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Tips to Reducing Workplace Bullying

stop-bullyingOn February 22, Canadians will celebrate Pink Shirt Day, a day to raise awareness about the issue of bullying in our schools, workplaces and homes. The non-profit organization CKNW encourages people to wear pink on this day to symbolize the end of bullying. This day of recognition started in Nova Scotia after a young boy was bullied for wearing pink to school, and after seeing this, class members who opposed this kind of bullying sported pink shirts.

While events related to Pink Shirt Day are often highlighted in schools, where bullying is a major problem, workplaces are also encouraged to participate. This is due to the fact that while bullying is more common in children and young adults, it can follow us to our workplaces as well.

The Workplace Bullying Institute defines workplace bullying as repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. Additionally, this abusive conduct is threatening, humiliating, or intimidating. In 2017, this kind of behaviour is not limited to face-to-face encounters. Cyber bullying can also significantly impact an employee’s mental health, and is often kept under the radar.

As an Employer:

Staff look to you to ensure they are being treated fairly and are not experiencing any kind of mistreatment. That being said, dealing with a workplace bully can be difficult. Here are my tips on how to address workplace bullying in your organization:

  1. Hold bullies accountable. If someone from your team approaches you about an issue with a co-worker or boss, make sure you speak to the person in question to get his or her side of the story. Talking to someone about their bully-like behaviour can be awkward, but you owe it to your employees who are being impacted by this person’s conduct.
  1. Have a plan in place. If someone has received a few complaints about their bully-like behaviour, it’s important to have some disciplinary measures in place to ensure bullying in any form stops immediately. After confronting a bully about their behaviour, it may be determined that this situation is a result of conflict between two co-workers, in which case mediation would be helpful. If a bully’s behaviour remains an issue, warnings may not be enough. Consult your EAP for support in this area before probation or termination results.
  1. Keep your eye out for inappropriate conduct. As a manager in the workplace, don’t just wait for someone to come to you with an issue. Make sure to be on the lookout for any kind of inappropriate behaviour in the workplace. If you notice someone is abusing an employee or co-worker in any way, make a point to sit down with him or her to discuss their behaviour. Victims will often shy away from reporting bullying incidents out of fear of repercussion to them. If you are “in the loop” on what’s going on in the office, you can save a possible victim from the embarrassment of reporting it higher in the organization.
  1. Promote awareness. Make and post anti-bullying posters, wear pink t-shirts, host lunch and learns about anti-bullying. Raising awareness about this issue can help generate productive conversations and break down the stigma of workplace bullying. 

As an Employee:

  1. Try to speak to the bully and let them know how what they are doing is affecting you. Share with them that what they are doing is not appropriate behaviour.
  1. Speak to a boss or manager about your situation. If you begin to notice that your workplace culture enables this kind of abusive attitude, speak to a manager. Employees should not be afraid to come to work, and in order for employees to work effectively, they need to feel comfortable and safe in the workplace environment. Alerting a senior staff member to the situation can allow them to take measures to prevent this from happening in the workplace.

What are you doing in your office to help recognize anti-bullying?


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Eating Disorders: What You Need To Know

As someobelly-2354_960_720ne who has worked in the mental health field for 30 years, I’m no stranger to working with clients who have suffered from eating disorders. This past week was Eating Disorder Awareness Week, a time dedicated to reducing the stigma associated with eating disorders and creating awareness about the mental health issue that affects approximately 1 million Canadians every year.

So what exactly is an eating disorder? In simple terms, an eating disorder is a mental health issue that leaves individuals completely pre-occupied with their weight. However, according to The Canadian Mental Health Association, eating disorders are not just about food. They are often a way to cope with difficult problems or regain a sense of control. They are complicated disorders that affect a person’s sense of identity, worth and self-esteem.

Unsurprisingly, eating disorders are most common in females. A recent report found that 3% of Canadian women will suffer from an eating disorder in their lifetime. This can happen for a number of reasons. Female body image is constantly critiqued in popular culture, and as a result, women are more likely to develop disorders like anorexia nervosa and bulimia in an effort to control their weight.

While eating disorders are more common in females, body image issues impact males as well. Men are exposed to a similar level of body critique, mainly that they need to be muscular and strong. This kind of societal pressure can result in men developing eating disorders or taking hormones like steroids to increase their muscle mass. Steroid use, like an eating disorder, also has a long-term negative impact on a person’s health.

Effects of eating disorders may not always be apparent. For example, anorexia sufferers generally have a very low body mass index (BMI), but people suffering from bulimia often maintain a relatively stable body weight. Here are some tips on how you can identify if a friend or employee is suffering from an eating-related mental health issue.

  • Food obsession
    It’s important to note when someone begins to obsess about food, for example, constantly counting calories or eliminating large groups of “bad” foods from their diet, especially if this was never a topic of conversation before.
  • Excessive exercise
    Physical activity is part of a healthy lifestyle, but when you begin to notice someone is taking his or her gym routine to the next level it can be cause for concern. People with eating disorders often attempt to “work-off” the bad calories they have consumed after a binge, to the point where they are putting their bodies through physical discomfort.
  • Body image issues.
    While losing weight can be a side effect of an eating disorder, it can also increase the level of anxiety a person may have towards their body. Even though they may be losing weight, someone suffering from an eating disorder might wear baggy clothes to cover up their body. Take notice if someone in your life begins expressing dissatisfaction with his or her body more frequently.
  • Depression.
    Symptoms of eating disorders often mimic the symptoms of depression due to the lack of energy, low morale and lack of sufficient sleep the disease causes. People suffering from eating disorders tend to isolate themselves from groups, especially if food is involved. If you notice someone exhibiting symptoms of depression while showing signs of negative body image or food obsession, it could be cause for concern.

The impact of any eating disorder can be devastating. From restricting the body of food to choosing to binge eat and then purge, eating disorders can wreak havoc on a person’s physical and mental health. Short-term effects include poor digestion, kidney issues, anxiety and depression while long-term issues include infertility in women or death as a result of malnutrition.

Whether you’re a parent, a teacher, employer or friend, it’s important to know how to spot the signs of an eating disorder so if someone you know is impacted, you can help. Confronting someone about an eating-related mental health issue is difficult, but it’s important to get your loved one the help they need before they cause irreparable damage.

If you or someone you know is suffering from an eating disorder, it’s important to get help. Contact your EAP or SAP provider for assistance, or speak to a medical professional.

For more advice on this issue, visit The National Eating Disorder Information Centre or CAMH.

 


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Positively Productive

think-positiveAs we begin a new year, there is a sense of hope instilled in all of us. There are countless opportunities ahead, and a fresh beginning can inspire us in all aspects of our life. A lot of people make resolutions, and after a tumultuous year, I have as well: to be positive.

Positivity is a state of mind. It encompasses all elements of our life. So how can we be more positive, not only in our personal lives but at work as well? More specifically, as managers, how can we encourage this attitude amongst our employees when things get tough at work? Studies show that positive employees are more productive and exhibit more signs of motivation. So if you are looking to boost morale in your workplace this year, here’s a list of ways you can incorporate more positivity into your organization:

Be Social

In the workplace, we are often so busy working on projects and tasks that we forget to interact and be friendly with our employees and co-workers. The need to socialize started as an evolutionary method of survival. Not much has changed today; a study by UCLA researchers outlines the health benefits of social interaction, stating that social contact with others has a greater impact on overall health than cholesterol levels do.

So how can you create more of a social community in your workplace? While I am not suggesting creating a “party” atmosphere amongst your workforce, a simple “hello” to employees from higher-ranking staff each day, organized social events within the company, and encouraging employees to socialize and get to know one another are actions, among others, that can significantly boost morale in the workplace, and therefore increase job satisfaction and productivity.

Change your schedule

Most office employees work between the hours of 9 a.m. and 5 p.m. each day. While this may be the overall average workday, it doesn’t always work for each employee. For example, a single mother may need to drop her children off at daycare by 6 a.m. and pick them up by 4 p.m. at the latest. The daily struggle to find the time to manage both her job and parental duties could create a large amount of stress.

While it’s not always possible, try to work around your employee’s personal schedules. Maybe they would prefer to come in earlier and leave earlier or start later and leave later As long as you are satisfied with the work being done, making these changes can increase employee’s job satisfaction while reducing stress levels. Additionally, according to an article in the Journal of Applied Psychology, workers who can produce their own schedules are more efficient and less likely to call in sick than employees who work a strict schedule.

Allow employees to control their space

A 2013 Workplace Study by design and architectural firm Gensler found that employees who had control over their own workspace were not only more satisfied in their roles, they had higher motivation and productivity rates.

For example, their study reported that tech firms had a higher happiness rate in an open-concept office space. Facebook, in particular, has found success this way by allowing their employees to customize their workplace layout based on the project at hand. By allowing employees creative control of their workspace, studies show an increase in organizational productivity.

While a major change in workspaces may not be possible for all employers, talk to your employees about their workspace needs and evaluate how you can make this work for them. If they require focus and attention to detail, a walled cubicle may make sense. If they need to interact with employees more frequently, an open-concept plan would be more efficient.

At the end of the day, we spend a majority of our lives at work. If we want to make sure our employees continue to perform well, have high levels of job satisfaction and are motivated, it’s our responsibility to create a positive and enjoyable workplace environment year round.

What other ways can you think of to improve the positivity of your workforce?


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Good Grief: Managing Loss in Your Workplace

shutterstock_160641419Dealing with the death of a loved one is one of the most difficult challenges we face in life. I have experienced grief in my own life, so I know that it can feel like your entire world has abruptly collapsed, which is why returning to work after a personal loss can be incredibly tough.

In Canada, employers are required to give their employees three days of paid bereavement leave when a member of their immediate family passes away. While I appreciate that employees are given time off to grieve their loss, I know that it takes longer than three days to recover from a death in the family. I recently spoke with a friend of mine who had returned to work after the loss of his mother. He said, “It was strange to return to work and act professionally when inside it felt like my whole world had been turned upside down.”

Grief doesn’t just take an emotional toll on employees. A recent study found that 85% of management-level employees ranked their decision-making skills from very poor to fair in the weeks and months following the loss of a loved one. When someone is dealing with the complex emotions associated with loss, it can be hard to focus on projects and assignments. This, in turn, can impact other employees who rely on this individual for their work, therefore creating a stressful workplace environment.

So how can managers of people deal with grief in the workplace? While everyone deals with death differently, here is a list of tips for managers on how to manage grief in the workplace.

Make accommodations: While the grieving individual is away, understand that they might not be completely “back” when they return to work. Depending on the individual’s role in the company, you can try to alleviate some of their daily work stress by asking others to help pitch in. Having minor stresses eliminated from their workload will allow the grieving individual to ease back into their role more comfortably.

Incorporate grief training into your workplace: We spend a majority of our lives at work, so we are bound to experience grief at some point in our career. Knowing this, a proactive plan to deal with grief in the workplace could resolve a lot of issues. Teach your employees about the grieving process and how to deal with an employee who has lost someone. That way, if and when the time comes, they will understand how to better deal with the situation.

Give them a chance to talk: Some people want to talk through their emotions while others prefer to internalize them. No matter who the employee is, as a manager, make it your responsibility to let them know that you are there for them if they ever want to discuss their grief.

Get help: While there is a difference between grief and depression, the loss of a loved one can trigger depression. If an employee is having a difficult time adjusting after they have lost someone close to them and they continue to show signs of depression, contact your organization’s EAP provider. They can provide mental health support that will help your employee through this difficult time.

Loss can be overwhelming. Knowing your organization has the tools in place to help employees through this difficult time will make it easier to cope with grief in your workplace.


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How to Lead in Turbulent Times

protest_in_victoria_against_prorogation_of_canadian_parliament_2Recently, I’ve been incredibly distressed by what I’ve been seeing in the news. After one of the most divisive American presidential elections in recent history, hateful and discriminatory actions have broken out all over the U.S. This kind of behaviour has even managed to infiltrate Canada. Just the other day, flyers were posted in the East York region of Toronto promoting an “Alt-Right” ideology, essentially calling for white nationalism.

All this troublesome news got me thinking, how can I, as my organization’s leader, who also feels strongly about current world issues, continue to be a positive role model and create a safe space for my employees? One that promotes fairness and equality amongst all this destructive and divisive rhetoric in the world?

Whether we like it or not, managers and bosses play a large role in every employee’s life. While company leaders might not be outwardly discriminatory, their behaviour sets the overall tone of the workplace. If a boss is constantly putting people down or doesn’t take the time to listen, an employee’s overall job satisfaction can be affected. If employees are working with an encouraging and appreciative leader, it can make all the difference in the world.

Studies show that stress and anxiety levels have increased significantly in our post-election world, so it’s more important than ever that management teams establish themselves as positive leaders. So how can you accomplish this task? Here are some of my tips that have been helpful to me as a leader of people:

Keep it positive:

Repeating hateful words or continuing to bring up tragedy only enforces a sad and hateful message. While it’s important to acknowledge what is occurring around the world, focus on creating positive messages so your employees can feel inspired. Do this by encouraging your employees to continue to advocate for what is right and not dwell on fear and hate.

Keep it neutral:

Votes on both sides of the ballot for Brexit and the American Presidential Election were almost equal. This means, despite how different another’s point of view may be, there will likely be people in your workplace who disagree with your own political or social beliefs. While you’re entitled to your own personal opinions, try to keep them to yourself, just in case you alienate employees who may have a differing opinion. The Globe and Mail recently published an informative article on this topic, exploring the risks associated with company leaders disclosing their political opinions in the office.

Enforce it:

That being said, it’s your job as a leader to make sure all employees are treating each other with fairness, equality and respect. Ensure your employees know that hateful attitudes and disrespect will not be tolerated, and if there are reports of inappropriate behaviour, there will be consequences. Standing firm on this subject will show employees that poor behaviour is not acceptable in the workplace.

Reach out:

If you’re aware that people within your organization are struggling as a result of world issues, ensure they know you understand what they’re going through. Tim Cook, CEO of Apple made headlines with his email to employees after the election, stating:

We have a very diverse team of employees, including supporters of each of the candidates. Regardless of which candidate each of us supported as individuals, the only way to move forward is to move forward together.”

The note has a neutral tone, but offered support to the entire Apple community. Letting your staff know that you’re all in this together will promote inclusivity.

 Talk to HR or Senior Management:

As previously mentioned, people around the world are experiencing high levels of stress and anxiety as a result of the political turmoil this year has seen. Encourage your management team to create a safe space for employees to talk about their problems, and discuss any grievances they may have as a result of another employee’s differing political views. By giving your employees a safe, confidential space to discuss these issues, it diminishes the chance of an argument breaking out amongst your staff. For staff members who are in need of mental health assistance, contact your EAP provider. They certainly will have the tools to work with organizations and individuals who require mental health support to address these conflicts in a safe environment.

As the founder and CEO of my company, I work hard to ensure that all of my employees are treated with respect. While it’s impossible to make everyone happy, it’s important as a leader to show your employees how to act accordingly and demonstrate your strength through these tough times.

“The ultimate measure of leaders in not where they stand in moments of comfort and convenience, but where they stand in times of challenge and controversy”

-Anonymous

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What Does Your Company’s Dress Code Say About Your Workplace Culture?

A recent decision by Starbucks to allow its employees to wear any hair colour they like has sparked the dress code discussion again. Dress codes are not one-size-fits-all anymore; they really should reflect your company’s workplace culture just as Starbucks feels that this move balances the demands of employees with its brand and reputation.

There was a time in the not-too-distant past that all I’d see in corporate offices were formally-dressed men and women, regardless of their positions or the type of company they worked for. This rigid corporate philosophy has now gone the way of the floppy disc. In fact, according to the 2016 Employee Benefit Survey from the International Foundation of Employee Benefit Plans, approximately 50% of workplaces have a business casual dress code in place, 22% of companies offer a casual dress code for the entire week, and 40% enforce a casual dress code on Fridays only.

Does allowing more casual attire in the workplace increase or decrease productivity?

I’ve read many studies on this issue and there is no clear-cut answer. There are those who believe that if employees are allowed to dress casually, they’ll be more comfortable and happier and therefore more productive. Others believe that casual clothing results in a casual work ethic and therefore employees will be less productive. One study sponsored by The Master’s College in California published the following conclusions: “There is an effect on… performance in the workplace because of casual dress… Casual dress has equally positive and negative effects, and… dress codes may or may not be necessary for professional performance.” In reality, there is no way to predict how a dress code will affect the performance of your employees.

Here are some points to consider when determining the dress code for your company:

  • The nature of your business – financial institutions and law offices will typically have much more formal dress codes than web designer agencies where most coders dress like Mark Zuckerberg. Also, do you regularly see clients at your office? The answer to this question may determine what is appropriate office attire. Perhaps you consider two dress codes, an internal one for the office when you are not seeing clients and an external dress code when you are visiting clients.
  • Ask for input from staff through a survey – Just as Starbucks changed their policy on hair colour to meet employee demands, I recommend that you consult with your employees when establishing a dress code, to consider their requests.
  • Be clear what is not appropriate and indicate why – wearing flip-flops to the office (more appropriate for a beach), for example, may actually be a safety hazard.
  • A trial basis of a new policy – to see the effects, positive or negative, consider a 3 to 6 week trial and ask for feedback through another survey. Checking in with your staff can make them feel heard and appreciated.

What do you think your company’s dress code says about your workplace culture? Would you consider changing it?


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Body Language in the Workplace – Does it Really Make a Difference?

Screen Shot 2016-04-19 at 8.48.33 AM.pngSometimes, it’s what you don’t say that speaks volumes.

When it comes to communicating with employees, body language can convey both positive and negative messages, often unbeknownst to you. In your role as leader within your workplace, it is possible to create and nurture a positive work environment by being aware of simple ways your body language can be effectively used.

I would like to share with you some ways that you could start immediately in developing a workspace that encourages positivity and teamwork:

  1. Valuing Input

You may have an open-door policy in place, but when an employee comes to you to share their ideas and issues, how you position yourself when listening to them can express that their input is welcomed. When seated, ensure that your arms are at your sides or on your desk and not crossed, and facing them with maintained eye contact. It is about maintaining an “open” stance to show an open mind to hearing what they have to say. When an employee feels valued, loyalty increases.

  1. Mirroring

As employers, we want our employees to feel connected and engaged in their work. Mirroring another’s body language is a powerful way you can create a bond and show acceptance. By “copying” their posture, facial expressions, seating position, gestures, or tone of voice, you are building an unconscious rapport that makes the other person feel “liked”. The key is to not immediately do the same gesture but rather, wait a minute or two, so the movement or expression is delayed and has the intended “subconscious” effect, without mocking. Feeling a sense of belonging can elevate their motivation, and mirroring can help to create this feeling.

  1. Initial Impressions

When meeting a new employee, offering a firm handshake and a warm smile can make a great first impression. Doing so can help create a relaxed atmosphere for those who are nervous, as well as speaking at a moderate pace. Speaking at a speed that is faster than the other person can enhance a feeling of pressure, and a relaxed tone and pace can help to alleviate any tension or awkwardness and give a good impression of the company at this early stage.

  1. Pay Attention to Signs

Happy and healthy employees can reduce turnover, and so it is important for you to ensure the well-being of your staff. Although certain physical gestures and expressions can indicate underlying conditions, be aware of how employees are sitting (leaning back in their chair or slumped over), avoiding eye contact, keeping their cellphone up as a “wall” between another person during a conversation, eye-rolling, are just some possible indications of unhappiness in the workplace. It is important to be mindful of whether staff consists of millennials or baby-boomers, as generational differences may affect how their body language expresses their feelings. Being able to recognize the signs is important to ensure that the proper supports are in place, such as an EAP, to increase employee satisfaction and dedication.

By becoming aware of the ways thoughts and feelings can be non-verbally expressed, you will be able to encourage a supportive and positive work environment.

How do you use body language when communicating with employees? Are there any ways you could improve your body language? Would you be able to recognize differences in your employees’ body language?