Psychological Health and Wellbeing in the Workplace Conference, Sydney, Dec 5-7
As humans, we are not very good at understanding and ‘reading’ or interpreting other humans. The ‘iceberg analogy’ applies for every interaction we have with another person and because so much of what we are processing, thinking and feeling is hidden from our own consciousness, others have very little chance of uncovering that information either.
Couple this with the workplace being a melting pot of people from different backgrounds and experiences as well as a place where managers are encouraged to employee people with different personality types and styles and we have a recipe for misunderstanding and misinterpretation.
What one considers to be robust conversation, someone else takes to be bullying. What one thinks is light-hearted banter; someone else takes as humiliating or upsetting comments.
What organisations do know is the cost of psychological injury in terms of sick leave, absenteeism, labour turn over, lack of productivity and team work, decrease in individual and team morale and increase workers’ compensation claims and associated costs.
Because organisations can’t monitor every employee’s behaviour and can’t guess how different employees will be psychologically affected (and to what degree), strategies need to be implemented to support all staff so they can enjoy a safe and productive workplace.
Some of these proactive strategies include:
- Developing effective programs to enable managers to combat bullying in the workplace
- Creating a positive workplace using positive psychology
- Building a resilient workforce and culture
- Developing programs to manage conflict
Most of all, every manager should be encouraged to treat every conversation with every staff member as critical as well as being trained in the art of ‘constructive conversations’.
Sign up on the right to access a free copy of the booklet ‘Essential Communications Tips for Every Workplace’. This booklet includes the following articles:
– ‘Walk the Talk – Constructive Conversations for Constructive Workplaces’
– ‘Top Four Tips for Improved Active Listening Skills’
– ‘Workplace Conversations – Critical, Courageous, Difficult or…..’