Charles Benayon

Founder & CEO of Aspiria


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How to Deal With & Prevent Office Gossip

You may think that gossip is the exclusive domain of teenagers and reality TV, but gossip, when it exists at the workplace, can create a toxic work environment. As a manager, dealing with workplace negativity is part of the job description, but gossip can take negativity to a whole new level. Allowing gossip to flourish unchecked can impact productivity, morale, employee engagement and retention. In some cases gossip can even lead to liability issues.

Tips for dealing with negative office gossip

  1. Stop the negative gossip on a personal level. Identify the gossiper(s) and set up a meeting “behind closed doors”. If there is more than one gossiper, set up individual meetings. Allow the employee(s) to explain their side of the story and discern if there are any underlying issues that need to be dealt with. Make the employee aware of the negative impact of their actions and clearly delineate the consequences if this behaviour continues (e.g. written warning).
  2. Meet with your entire team. Call a staff meeting to discuss negative gossip in the workplace and the impact that it has. Open the lines of communication and encourage your employees to feel free to bring their concerns to management instead of starting rumours without basis in fact. If necessary, introduce a policy that makes it clear that negative gossip will not be tolerated and speaks to the consequences of this behaviour.
  3. Encourage positive gossip. Yes, gossip can also be positive. Sharing individual and team wins can reinforce a strong team bond and improve morale. Studies have shown that very often employees are more motivated by professional recognition than money. Take some time at every staff meeting to share positive gossip stories. Create an achievement wall where employee accomplishments can be posted. Highlight an Employee of the Month. Keep the conversation positive and focused on the successes.
  4. Be a role model. You have to “walk the walk” and “talk the talk”. Model the behaviour that you want to see in others. Spread positive gossip.

How to prevent negative office gossip

While it may be impossible to completely eradicate gossip at work or water cooler talk, the key to addressing negative work gossip is Communicate, Communicate, Communicate! Frequently, negative office gossip occurs as a result of poor internal communication. Change in the workplace often breeds fear and fear breeds negative office gossip. Open the channels of communication. Create a safe environment for people to express concerns, ask questions and make suggestions. Remove any reasons for negative gossip.

Is your workplace an environment that communicates well and inspires positive gossip?

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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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Taking Action Against Sexual Harassment

GETTY_B_111611_SexualHarassmentOn my blog last week, I posed some questions to get you thinking about your organization’s preparedness for incidences of sexual harassment in the workplace. This week, I want to dive into the actual steps and procedures you must consider when handling these difficult situations.

Recently, greater responsibility has been placed on organizations to identify and support employees who are in a state of distress or exhibiting other emotional issues. But as we all know, it is not always easy to identify these individuals.

If you’re fortunate enough to have an employee come forward, there are a few imminent steps to take.

  • Gather as much detail as possible
  • Determine if immediate medical attention is necessary
  • Determine if the employee is safe or in imminent danger
  • Create a supportive environment
  • Identify resources available to the employee

If you’re having concerns about an employee, but they’ve not come forward, there are still necessary actions you should take.

  • Monitor their behavior over a period of time (specifically mood patterns, performance, and attendance)
  • Keep records with dates and situations of observed behaviours
  • When sufficient information is gathered, you should approach the individual to discuss the concerns in a private and confidential manner
  • Create a supportive environment
  • Remind the employee of the resources available to everyone and how to access them

The sad reality is Domestic Violence is the fastest growing type of workplace violence in Canada. Not only does Domestic Violence affect the victim, it can impact the entire workplace, through absenteeism, lowered productivity, and safety concerns for the victim and his/her coworkers.

We all contribute to making the workplace a safe, supportive place, so understand your role and make sure you’re doing your part.