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Talent and Performance Development
Making sense of performance and talent development systems to create & sustain high performance in organizations. For the BEST of the BEST curated news in performance, change, agile learning, innovation, motivation, social media and careers, SUBSCRIBE to Reveln.com/Tools/
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Scooped by Deb Nystrom, REVELN
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How To Deal With A Bullying Boss

How To Deal With A Bullying Boss | Talent and Performance Development | Scoop.it
Are you a victim of workplace bullying? Here's what to do.


Excerpts:

Namie says confronting the boss is “rarely effective and ill-advised.” In early 2012, WBI asked 1,598 individuals who were personally familiar with workplace bullying what strategies they adopted to get their bullying to stop, and whether those actions were effective. Here’s what they said (excerpted):


  • About 38% of bullied employees essentially did nothing. In other words, he or she let time pass, hoping matters would improve on their own. Effectiveness of doing nothing: 3.25%

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“Employers are responsible for all work conditions and the assignment of workers to supervisors..."

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  • About 70% of employees directly confronted the perpetrator. Effectiveness of confronting: 3.57%
    
  • About 34% of bullied workers tried to find an attorney to file a lawsuit.    Effectiveness of finding an attorney: 11.2%
   

“Employers are responsible for all work conditions and the assignment of workers to supervisors,” Namie says. “So, employers can stop workplace bullying if they wanted to. 


No laws yet compel action or policies, so all employer actions would be voluntary.” About 68% of executives think workplace bullying is a serious problem—but few organizations (5.5%) are doing anything about it.

 

Related posts by Deb:


     

     

 

Deb Nystrom, REVELN's insight:

This article has great references and on-target strategies on a persistent problem in organizations.  Attention, prevention and intervention are key categories to making a dent in boss bullying.  


Note that, only 5.5% are doing anything about bullying, though almost 70% think it is a problem.  ~  Deb

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Scooped by Deb Nystrom, REVELN
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10 Ways to Change Performance Management Circa 2013 ~ Bacal

10 Ways to Change Performance Management Circa 2013 ~ Bacal | Talent and Performance Development | Scoop.it

Ten shifts that are necessary to modernize and update how we manage performance.


Excerpts:


1) Negotiating Goals and Objectives, Not Dictating


3) Individualizing Expectations Even For Employees Doing The Same Job

Each person ....bring their unique strengths to the job. So, people in the same position often do quite different things, and should be ...recognized for their unique contributions.


4) Managers Understand Employee Engagement Can Be Fostered Through Proper Management of Performance

Performance management is THE tool to help establish meaning of work, because it helps employees understand how their jobs fit into the whole.


Managers need to understand, also, that the reliance on rating forms for evaluation is a waste, and tends to squash employee engagement.


8) Recognize Employee Performance Is Not Always Under Their Control and Focus On The System

...much ...of what employees do is dictated and influenced by the environments they work in. ....discuss ALL barriers to employee performance, ...and move to remove those barriers.


9 ) Human Resource Departments Need To Enable Managers, Not Insist On Conformity

Human Resources (HR) needs to enable managers by providing them with a variety of tools, rather than dictate a one-size-fits-all system that is imposed upon managers and staff.


- See more at: http://performance-appraisals.org/Bacalsappraisalarticles/articles/tenways.htm#sthash.NdhA5cod.dpuf


Deb Nystrom, REVELN's insight:

I've been following Robert Bacal for more than a decade.  For those ready to begin to take initial steps to let go of outdated performance practices that have low ROI, this is a helpful site and guide.  

He is also of the ilk of behaviorists including Aubrey Daniels.

For those who want to make the big leap, Robert Bacal's approach would be more incremental change, not transformational.    For those perspectives, stay tuned.  


~  Deb

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