Laughing all the Way to Work
DECEMBER 26, 2011
Also, having to speak to an employee to correct their behaviour or to try to encourage them in their performance (such as performance management, discipline, directives and enforcement of rules and policies), even though the employee may not like them is considered a normal function of a supervisor and not harassment or bullying.
Office Dynamics
NOVEMBER 2, 2012
Comprehensive Course Materials can be used as reference guides and for individual study. See cancellation policy. Equally important is the ability to communicate your needs assertively. There is a fine line between being assertive and being perceived as aggressive. Communicate their needs assertively.
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Workplace Insight
DECEMBER 7, 2023
Along with colleagues from the ReWAGE expert advisory group, academics at the Institute of Employment Research at the University of Warwick examined the legal and workplace practices associated with zero hour contracts, along with data covering flexibility, pay insecurity, workers ability to assert their rights and workers health and wellbeing.
The Office Professionals Place
FEBRUARY 24, 2010
Listen with empathy not sympathy and be assertive in your response. If you are not the person who can assist them, refer them to someone who can. Let them have their words. Do not interrupt. When they are finished, ask questions to clarify their feelings. Seek answers. Get to the root of their ill-behavior and offer solutions.
Office Dynamics
APRIL 10, 2017
We have an established anti-harassment law with teeth in it, specific policies and guidelines in place, along with ongoing awareness training and, most importantly, swift consequences for poor behavior. Employees can take heart. We have safeguards in place today and they will not be revoked (not even by an executive order).
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