What is a good workplace?
The definition varies between people and cultures, between geographical locations and by gender, but the common denominator for all is the desire of employees to feel valued, to be part of a nurturing and trustworthy organization, and to rely on ethical leadership.
Is this expectation excessive?
Certainly not.
Are these organizations rare?
Unfortunately, the answer is yes.
As organizational consultants, we heard about everything and in many cases were present and witnessed: verbal and non-verbal abuse, passive-aggressive silences, disparaging gestures, crippling gaze.
Loud shouts and threats, too, in all ways of communication: in phone calls, emails, text messages, in multi-participant meetings, in one-on-one meetings, in zoom, and even in the hallway in the presence of other employees.
Abuse does not differentiate between women and men, between seniors and juniors.
She's in the everyday corporate culture around us, and we're mostly silent.
The definition of abuse at work, as it appears in a bill submitted to the Knesset of Israel three years ago, and as it appears in various rulings, speaks of a "comprehensive, legal and social term that can be attributed to abusive behaviors on the part of the employer or those on his behalf. "They hurt him or make fun of him."
Unfortunately, the discussion has not yet taken place in the Knesset's Economy and Labor Committee.
What are you waiting for?
As in the prevention of sexual harassment, so in the prevention of abuse at work: until a law is enacted and significant penalties and sanctions are determined, it will be difficult to almost impossible to eradicate the phenomenon.
We are all responsible for the phenomenon - employees, employers, managers at all levels, at the personal, team and organizational level.
Every organization must declare: "zero tolerance for abuse", and act accordingly: recognize the phenomenon, define it in all its forms and create a clear and orderly process that allows for constant support for employees.
When we are approached by workers (and unfortunately there are many) who suffer from workplace abuse, we recommend one of two options: leave and look for another job, or stay and deal.
The possibility of staying and continuing to suffer is not a real possibility.
For those who choose to tackle our advice is one: document.
Record every interaction with the abuser: correspondence in emails and text messages, record conversations, individual and group meetings.
The documentation helps in identifying and defining the abuse, and later will make it possible to complain and receive constant support for the process itself and its consequences, and to eradicate the phenomenon.
At the level of the employer or organization, the phenomenon must be defined and a support system for victims must be created.
Assistance and support to the employee is of great importance, but a complete and comprehensive system, led by the management, is required to build an organizational culture of "zero tolerance for abuse".
Were we wrong?
Fixed!
If you found an error in the article, we'll be happy for you to share it with us
