Who is this training for?
This series was designed to enable employees and anyone in a position of authority in an organization to create a healthy work environment and to act pre-emptively at the first signs of relational incidents.
Description
This toolkit includes ten 15 to 20 minutes episodes that you can listen as a webcast or podcast. A transcript is also available. It also includes a handbook on the tools presented and the key takeaways.
This toolkit focuses on everything you can do to prevent workplace abuse and negative incidents in order for work relations to breed health, safety and efficiency rather than distress and exclusion.
The project is based on a simple premise:
By taking key action, each of us, in our own way (and even behind the scenes), can create a healthy work environment.
The episodes
- “OOPS!” – “I’ve caused a human relations incident.”
- “OUCH!” – “I’ve been the victim of a human relations incident.”
- “OH!” – “I’ve witnessed a human relations incident.”
In these three episodes, Éveline and Noémie take turns playing the role of the person who causes, is subjected to or witnesses a human relations incident. For each situation, the pair suggest concrete ways to empower individuals to defuse these incidents. Éveline discusses how people can learn to accept their emotional reaction to an unpleasant incident, and Noémie addresses the manager’s role in such situations.
- Do we have to be afraid of conflict?
In this episode, Éveline and Noémie discuss all forms of conflict. Éveline describes how a conflict between individuals can attain unexpected proportions because personal biases may come into play. Éveline and Noémie share a few tips on defusing conflict, such as maintaining respectful dialogue. They note that, often, it is small, simple actions that can smooth over tensions and create a more harmonious environment.
- No, it’s not “just” incivility…
Éveline and Noémie have an in-depth discussion on workplace incivility. Noémie then questions Stéphanie on the topic. In her answers, Stéphanie defines employees’ obligations regarding incivility and the measures that can be implemented in case of uncivil behaviour. Éveline and Noémie next address how incivility affects work performance and those targeted. The trio share a few tips on the best practices for establishing a suitable level of civility that contributes to maintaining a healthy work environment.
- Harassment, incivility or conflict: What do these concepts mean?
Though they acknowledge that some overlap exists, Éveline and Noémie provide a clear definition of harassment, incivility and conflict by identifying the distinguishing characteristics of each concept. Stéphanie describes the legal criteria of psychological harassment. In addition to providing a theoretical review of these three concepts, this video helps people gain a better understanding of any harassment, incivility or conflict they experience or observe and what action they can take in such a situation.
- How managers can create a healthy work environment
Éveline and Noémie discuss managers and their key role in maintaining a healthy work environment. Stéphanie then describes the parameters of the legitimate exercise of the management right and defines abuse of authority. The trio are not only interested in the legal responsibility of managers, but also how managers can be effective leaders whoare mindful of their employees’ needs. Finally, they share a few tips on constructive feedback.
- I want to file a complaint. What can I expect?
Éveline and Noémie describe the main mechanisms that organizations adopt to handle human relational incident reports. They have observed that, despite the existence of structured processes, some people hesitate to make use of them. Éveline gives a few reasons for this and suggests good practices to overcome doubt. The pair review the mediation process, the analysis of complaint admissibility and the complaint investigation. Stéphanie then describes the steps of these formal mechanisms.
- Who is at fault?
Éveline and Noémie discuss an organization’s responsibility to garantee a healthy work environment, and Stéphanie describes the organization’s preventive and restorative obligations in this regard. From their experience, the speakers have found that the best course of action is to promptly address workplace human relations incidents and be on the lookout for risk factors that could lead to such incidents. The trio then discuss the optimal conditions organizations should create to prevent conflicts and ensure their employees enjoy a healthy work environment. This is an issue of psychological safety, a new concept that can be promoted and integrated.
- Maintaining a healthy work environment—remotely
Éveline and Noémie discuss the new reality that has emerged over the past few years: remote work. First, they address the challenges that arise from the daily widespread use of different virtual communication methods at work and the need to update behaviour guidelines. They share a few tips to limit the strain remote communication can place on the quality of professional relationships. Last, they cover cyberbullying and the employer’s responsibility to provide a safe work environment.
