There is a fine line between behavior by a manager that is legitimately harsh and within normal management
practices and behavior that could be considered harassment. For example:
practices and behavior that could be considered harassment. For example:
- How do you determine whether reprimanding an employee in front of his or her peers is harassment?
- Are there certain criteria that apply to conduct that is considered to be harassment?
- Can yelling at an employee in front of his or her peers be harassment?
- What determines whether or not it is?
- How likely is it that an employee who is disciplined under legitimate circumstances will complain of harassment?
- How does an employer deal with this situation?
While there may be a fine line between management and harassing, this issue can be greatly simplified by simply focusing on ‘appropriate behavior’.
Instead of trying to define the line between managing and harassing behavior — corporations should focus simply on appropriate behavior. Something can be deemed ‘inappropriate’ more easily than the legal definition of ‘harassing’.
If the company’s only goal is to avoid legal ramifications, then that is one thing. But if the company’s goal is to provide an appropriate atmosphere for employees to be productive and inspired — then focusing on ‘appropriate’ behavior will be more beneficial to both management and employee.
Appropriate behavior supports and encourages calm, confident, and flexible leadership.
If management is confident that he/she can handle any situation that comes their way, then there is no need to yell, scream or curse at any time. Overreaction in this way tells more about employer’s ability then about the employee.
Inappropriate actions would include:
- reprimanding an employee in front of his or her peers
- blaming individuals or external environment for project status
- requiring employees to consistently stay late to compensate for poor project management skills
- defending one’s position on a particular solution against all other solutions
- demanding that there is only one way to accomplish a shared goal.
If you focus on high-level appropriate reactions, then the legal line of harassment rarely comes into play.
This is Laura Lee Rose, a business and life coach that specializes in professional development, time management, project management and work-life balance strategies. In my GoTo Academy: Soft Skill Tools for the GoTo Professional continuous online coaching series, I go into office etiquette on various real-world IT topics in detail.
If you are interested in more training in these areas, please sign-up for the continuing online coaching series.
If you haven’t taken advantage of your introductory time management coaching session, please contact LauraRose@RoseCoaching.info