The new year is here, and while we know you’re probably already set on a personal resolution or two, we want to challenge you to five more for your workplace. Whether you’re an HR Director, a People Manager, a Culture Keeper, or another member of your organization, here are five workplace resolutions you should keep in 2020.
Focus on Workplace Culture
We know you already work so hard to protect your company culture. In 2020, keep going! Unfortunately, toxic workplace behavior is so common today. According to her 2019 SHRM webinar, Global Workforce Expert, Dr. Shirley Davis, revealed that 41% of her attendees currently work in a toxic workplace.
Start the new year more determined than ever to extinguish toxicity in your culture because toxic workplace behaviors not only take a toll on your culture, but they limit growth and harm your employees’ workplace viability. In fact, in her SHRM webinar, Dr. Shirley Davis shared that 89% of employees who leave their company in 18 months do so for cultural reasons. Don’t limit your organization’s growth and lose quality talent– continue to focus on your culture.
Implement and Update Harassment Policies
While company culture can influence employee behavior, it’s important to develop clear and up-to-date workplace expectations and policies for your employees. Start with writing and implementing a thorough harassment policy. Navigating harassment and preventing its toxicity is one of the most difficult parts of human resources. However, when you establish a clear policy for your employees, you can not only mitigate risk, but you can also better educate your employees on workplace misconduct.
If you already have HR policies and procedures in place, update them! As workplace norms and legislation evolves, it’s crucial that your workplace policies do the same. SHRM recommends reviewing it at least once a year and updating it, accordingly. Plus, it’s always a great idea to update your training methods. Get creative and consider new ways to inform your employees on policy updates and changes.
Reconsider Your Misconduct Prevention Tools
According to the 2019 Misconduct Flash Report, over 50% of HR professionals had to address inappropriate workplace behaviors in their workplace, including sexual harassment, personal harassment, bullying, and discriminatory harassment– despite 96.8% of HR professionals having an open-door policy in place. The research is here: an open-door policy is not enough.
This year, commit to offering more than an open-door. Reconsider how you’re preventing workplace misconduct and consider a reporting tool, like FirstVoice. We’re not saying an open-door policy doesn’t work– we’re saying it’s not enough.
Fear of retaliation, embarrassment, negative reactions and other factors are preventing incidents from being reported every day. While movements like #MeToo have significantly increased reporting of inappropriate behavior (+14%), your employees can always use another form of support. This year, consider a reporting tool that offers:
- Anonymous reporting
- Encrypted messaging
- Step-by-step process standardization
- Robust incident reports
Better encourage your employees to report misconduct they witness or experience by equipping them with a safe and compliant reporting tool.
Stay Organized & Compliant
Not only are you handling sensitive and confidential information often, but rules and regulations are ever-changing. This year, look into tools that will not only help keep you organized but ones that will keep you compliant. Consider a solution like FirstVoice that offers:
- Guided Resolutions that guide you through the entire investigation process, ensuring that you know where to begin and what to do next.
- A Listening Center that eliminates the need for paper files, by organizing reports in a safe, virtual environment.
- Robust Documentation that is consistent for every report, reducing the risk of bias or retaliation.
Get Leadership Onboard With Your Workplace Resolutions
Dr. Shirley Davis, Global Workforce Expert, states: “It starts with leaders. Leadership is responsible for setting the tone. If leadership has ignored the problem, they are enabling the problem,” and employees agree. New research from the Pew Research Center found that 89% of employees believe it’s essential for today’s business leaders to create a safe and respectful workplace. Employees are looking towards leadership for protection from bullying, harassment, discrimination, and other toxic workplace behaviors.
Unfortunately, right now, employees rarely see their organizations taking the necessary steps towards protection. In fact, recent research found that:
- 53% of employees don’t believe their organization addresses workplace toxicity.
- 48% of employees don’t believe their organization is allocating sufficient funding to promote a safe workplace.
- 40% of employees believe their organization will not increase their emphasis on addressing workplace toxicity.
End the cycle of disbelief and commit to action. According to the U.S. News & World Report, nearly 80% of resolutions fail every year. Beat these odds by committing to fulfilling these pivotal initiatives and protecting your organization, today.