In part one of this two-part blog series, we looked at some of the ways to identify a hostile workplace situation and some immediate tips for addressing it. Hostile workplaces should be addressed quickly once they’re identified – but there will also be some important long-term prevention strategies to consider to ensure that hostile workplace qualities don’t creep back up after this immediate intervention.
At WTA Inc., we’re proud to offer a wide range of human resource services to clients around Salt Lake City, from outsourced payroll services to worker’s compensation claims management and more. Today’s part two of our series will look at long-term prevention strategies for any kind of hostile workplace situation, plus how quality human resource services can be beneficial here.
Documentation of Any Issues or Incidents
One vital aspect of preventing or addressing a hostile workplace is having thorough documentation of any issues or incidents. This can include creating formal reports, keeping records of conversations and interactions, and documenting the steps taken to address the issue. These documents can serve as evidence if further action needs to be taken, and they also help track patterns or repeat offenses.
For instance, if an employee makes a complaint about harassment or discrimination, it’s essential to document the situation and any actions taken by management. This can also help identify if there are any larger systemic issues at play that need to be addressed.
Regularly Review Policies and Procedures
Another key prevention strategy is regularly reviewing and updating company policies and procedures related to workplace conduct. This can include anti-discrimination policies, bullying and harassment policies, disciplinary processes, etc. It’s important to ensure that these policies are clear, up-to-date with current laws and regulations, and consistently enforced.
Additionally, it may be helpful to involve employees in the policy review process through surveys or focus groups. This not only helps gather valuable feedback, but it also shows a commitment to addressing any concerns or issues raised by employees.
Valuing Diversity and Inclusion
Creating a diverse and inclusive workplace culture can also serve as a prevention strategy for hostile workplace situations. This involves actively promoting diversity in hiring practices, providing training on unconscious bias and cultural competence, and fostering an environment of open communication and respect for all employees.
When employees feel included and valued, they are less likely to engage in behavior that could contribute to a hostile work environment. Additionally, creating a diverse team can bring fresh perspectives and ideas to the company, leading to increased innovation and success.
Utilizing Quality Human Resource Services
Lastly, utilizing quality human resource services like those offered at WTA Inc. can be immensely beneficial for preventing and addressing hostile workplace situations. Our team of experienced HR professionals is well-versed in all aspects of compliance, employee relations, and creating a positive work culture.
We provide ongoing support for our clients to ensure that their human resource practices are aligned with best practices and legal requirements. This includes assistance with policy creation and review, training programs, and handling any employee complaints or concerns in a timely and appropriate manner.
While it’s important to address a hostile workplace situation immediately when it arises, taking steps to prevent these situations from occurring in the first place is equally crucial. By implementing thorough documentation processes, regularly reviewing policies, promoting diversity and inclusion, and utilizing quality HR services, companies can create a positive and respectful work environment for all employees. Contact WTA Inc. today to learn more about how our human resource services can benefit your organization, whether you’re in SLC or any nearby area!