Creating Safe Workplaces

Every workplace should be a safe, inclusive, and respectful environment where employees feel valued and protected.

Unfortunately, bullying, harassment, and inappropriate behaviour can threaten this ideal, leading to decreased morale, reduced productivity, and even legal consequences.

This blog highlights ten actionable steps managers can take to address and prevent inappropriate behaviour, focusing on building confidence.

 

10 Strategies to help organisations build a culture of mutual respect and trust

 

1. Recognize the Signs

• Understand the differences between bullying, harassment, and inappropriate behaviour. Common signs include persistent intimidation, offensive jokes, or exclusionary tactics.
• As manager, be observant to behaviours in your teams and workplace, and maintain an open door policy so people feel comfortable in approaching you if they have a concern.

2. Foster a Positive Culture

• Promote values like respect, inclusivity, and collaboration in everyday interactions.
• Lead by example and invest in activities that build rapport within the team.

3. Set Clear Policies

• Develop and share a comprehensive workplace behaviour policy, ensuring everyone understands expectations and consequences.
• Make sure the policies are easily accessible so they can be referred to if required.

4. Encourage Open Communication

• Create safe, confidential channels for employees to report concerns without fear of retaliation.
• One-to-ones form an important part of this communication, as does acting promptly on feedback.  Communication goes both ways.

5. Train Managers

• Equip leaders with tools to identify inappropriate behaviour, intervene effectively, and support affected employees.
• Partner with HR, or use mentoring to further support managers in dealing with cases of inappropriate behaviour.

6. Act Promptly

• Investigate complaints thoroughly and address confirmed issues swiftly to show commitment to a safe workplace.
• Respond within 24 hours and schedule resolution meetings to ensure momentum is maintained in re-building the relationship.

7. Support Victims

• Offer resources such as counselling, peer support, and assurances of safety to those affected by misconduct.
• It’s really important to also regularly check in post resolution to make sure they continue to feel safe.

8. Model Good Behaviour

• Leaders and managers should exemplify professionalism and respect in their actions and decisions.
• This includes calling out inappropriate behaviour in a timely manner, and likewise, reinforcing positive behaviour.

9. Conduct Regular Workshops

• Educate teams on workplace behaviour standards, conflict resolution, and the importance of respect.
• Use these sessions to get the teams to share insights and examples of inappropriate behaviours to embed the standards.

10. Monitor Workplace Dynamics

• Regularly review team interactions, using surveys or check-ins, to identify and address potential issues proactively.
• Be aware of meeting contributions or side projects – are they being dominated by a few, or contributed to by all?

 

Creating a safe workplace requires a proactive, consistent approach from every level of an organisation. Supporting managers to address inappropriate behaviour is critical to creating a safe and respectful workplace.

By focusing on early recognition, fostering open communication, and modelling good behaviour, managers can confidently address challenges while building stronger, more cohesive teams.

With these actionable strategies, leaders can not only resolve issues but also prevent them, ensuring everyone thrives in a positive work environment.

 

 

At Jewel, we can support your business on many levels.  Depending on your needs, we offer management training programmes, coaching, dignity at work workshops and consultation to support larger behavioural standards changes.

We can help you to create a safe workplace and support you in managing behaviour in your workplace.