Abbey-Roads2

Sick and tired of it.

Did you ever get whomped by a cold? I did yesterday evening. Yesterday was a day off for me and I awakened earlier than usual with energy to burn - I got a lot done with time in between to waste on this blog. At suppertime I felt it - I zoned out - it felt like one of those near-death experiences people describe where they are outside their body observing themselves. (I’m so dramatic, aren’t I?) During the night it came on full strength, joint aches, streaming sinuses, pounding headache, fever, chills. (The sinus thing has been stalking me for over a week.) Naturally I stayed home this morning and slept until 2PM. Of course I called in around 7AM to let everyone at work know I wouldn’t be there. I called again this afternoon to tell them I’d probably be there tomorrow.

The ‘office’ doesn’t like it when your are out with just a cold. Not much a person can do about a cold when you’re knocked out by it however. I think everyone feels guilty when they are out ill - like they are letting down the people they team with. I feel guilty that I gave into my human weakness - the idea I might be saving someone from infection isn’t much consolation. Now that I’m out of bed this afternoon, I started to reflect upon a talk I had with a couple of members of management about avoiding a negative culture in the workplace.

Since I work for a Catholic company with Catholics of diverse theological opinions, as well as expectations of one another, boundaries can sometimes be blurred for the sake of a higher cause - all in the spirit of fraternal correction of course. Although this is amongst the employees and not a management style per se. In other words - the employees can get themselves into some pretty heated discussions. Forgetting the wisdom of never discussing religion or politics in public, some people frequently stir the pot of controversy. The lunch room can sometimes resemble British Parliament on a feisty day. It contributes to a negative culture - or - perhaps it mirrors a negative culture already in place.

Friends I know who work for smaller family owned companies tell me they have similar difficulties in their workplace that they have to address. Of course it happens in large companies as well - yet they have the relatively neutral HR department to handle matters the supervisor or department head finds out of his/her capabilities. I’ll reflect on some other difficulties in the workplace my friends in other companies have discussed with me.

Every office is going to be infected with gossip and backbiting duplicity, but I think it can be arrested to a certain degree with a clear company policy. Take for instance an over-achieving employee constantly complaining about employees in other departments not pulling their weight. Sometimes the snitch is correct, sometimes the person may not know that the person being complained about has another assigned task they are working on, or something totally outside the normal job description that needs to be done. Sounds like a communication problem on one hand, as well as a boundary issue on the other.

On the other hand, it might be of some help to discourage the complaining party to refrain from constant complaints, while affirming that person’s work ethic and encouraging greater team work and cooperation. Oftentimes the over achievers take on too much without allowing team mates to do the same job, believing the co-workers efforts do not meet their personal standards or pace. Despite the fact that one person may do the work of two or three in a day, if their attitude affects the morale and productivity of others, that person can become a liability.

More often than not the over-achievers take on more than asked. What do you do when there are two of them - even three - and they butt heads - on a daily basis? Especially when one of them oversteps department lines. If you talk to them about it, or bring it to their attention - things sometimes get worse. Being valuable and productive employees, the company surely wants to keep them, even when they threaten to quit because they feel they are being unfairly singled out. I can’t help but suspect there is something of a power struggle going on in these events. A currying of favor. Again, someone may becoming a liability. It’s a hard one to call.

What about the abusive supervisor who has it in for a team mate who happens to be a direct report? Ignoring the employee who reports to that supervisor except to give orders and jump in critically when a mistake is made. Using public reprimand and humiliation, and getting away with it, as a means to excuse one’s deficient management abilities. What about the same supervisor complaining about that employee to anyone who will listen, insisting the employee is stupid and incompetent, while playing the blame game for work not getting done? It impacts the negative culture, if not creating an atmosphere for a hostile work environment.

Of course there are the slackers - yet that seems easier to address than the rest of these issues. Maybe they are not being utilized to their best potential and need greater motivation? Some, to be sure, are there just to collect a pay check. Again, there is a way to deal with that - that is what supervisors are for - sometimes you have to babysit. Sometimes people may have to be encouraged to find a new job.

The point in all of this is this, negative culture usually starts at the top - or a least it is tolerated there - even if by ignoring it. It’s business 101, if you will. When management doesn’t consider employees as team members, even partners in the business, while never placing any trust in them, it gradually trickles down and the subordinates follow their example. It evolves to a point wherein negative culture is tolerated amongst the rank and file. Eventually, it devolves to a hostile work environment. That is the time management can no longer afford to be dismissive.

Personality conflict in the workplace is a normal phenomenon - it can be a daily event - yet good supervision and equitable management intervention can keep it under control. Nevertheless, there has to be policy in place and standards for employees to abide by. Well written and clear workplace policies serve management and offers protection for the employee - so long as they are abided.

I think we get sick for a reason, oftentimes it helps us to put matters in perspective. I’ll have to discuss my insights with my friends who shared with me these issues at their workplace… (And if my friends have comments about my cold and my smoking, don’t worry, that is resolving itself.)