Who should attend?
This series has been designed to enable all staff and people in positions of authority in organizations to provide a healthy workplace, and to take preventive action at the earliest signs of relationship incidents.
Description
The kit includes ten 15-20 minute episodes, presented as webcasts, podcasts and transcripts. It also includes a Guide summarizing the tools presented and the key ideas to be retained.
This kit shines the spotlight on everything that can be done to prevent relational incidents and abuse in the workplace, so that relationships and collaboration in a team are a source of health, safety and efficiency, not distress and exclusion.
This project is based on a simple premise:
By taking certain key actions, each and every one of us can be, in our own way (and even behind the scenes), the architect of a healthy workplace.
The episodes
- "OUPS!" - "I caused a relationship incident"
- "OUCH!" - "I suffered a relationship incident"
- "OH!"- "I've witnessed a relationship incident"
In these three episodes, Éveline and Noémie take turns playing the role of a person who provokes, suffers or witnesses a relationship incident. In each situation, they suggest courses of action that have the common trait of empowering the individual to defuse relationship incidents. Éveline also shares some concepts for normalizing the emotional reaction experienced, while Noémie discusses the manager's role in these situations.
- Should we be afraid of conflict?
Conflict, in all its forms, is the subject of discussion between Éveline and Noémie in this episode. Éveline describes how conflict sometimes takes on unexpected proportions between individuals, partly due to perceptual biases that alter their view of the other. Éveline and Noémie share a few tips for defusing conflict, including dialogue. They find that it's often the smallest, most innocuous gestures that lead to the calming of tense relationships and the reversal of antagonistic dynamics.
- No, it's not "just" incivility...
Éveline and Noémie explore the notion of incivility in the workplace. Noémie questions Stéphanie on the subject, who establishes the obligations of employees in this area and the measures that can be put in place in the event of deviation. Éveline and Noémie then look at the consequences of incivility, whether in terms of work performance, targeted individuals or teams. Finally, a few tips are exchanged on best practices for establishing a satisfactory standard of civility, which contributes to maintaining a healthy work climate.
- Harassment, incivility or conflict: What are they?
Éveline and Noémie introduce the sometimes-confused concepts of harassment, incivility and conflict. Noting that these different situations sometimes have similar characteristics, they set out the main distinctions that exist. With regard to psychological harassment, Stéphanie presents the legal criteria. Beyond the theory, this exchange enables everyone to better understand what they are experiencing, or observing, and to take consequent action.
- Managers for a healthy work climate
Éveline and Noémie focus their discussions on the manager's role in maintaining a healthy work climate. Stéphanie is challenged to define the parameters of legitimate management rights and abuse of authority. In addition to their legal responsibilities, they look at how managers can exercise leadership that is both benevolent and attentive to their employees' needs. Finally, they share some good tips for constructive feedback.
- I want to report a situation. What can I expect?
Éveline and Noémie describe the main mechanisms used by organizations to handle relationship incident reports. Despite the existence of these structured processes, they share that they have observed reluctance on the part of some individuals to avail themselves of them. Éveline puts forward a number of hypotheses to explain this reluctance, as well as good practices to reduce it. In addition to the mediation process, they discuss the admissibility analysis and the investigation. Stéphanie is called upon to describe the steps involved in these formal mechanisms for handling situations.
- Whose fault is it?
Éveline and Noémie discuss the responsibility of organizations to ensure a healthy workplace. Stéphanie intervenes to clarify their preventive and curative obligations. In the light of their own experiences, they emphasize the need for systemic management of difficult relational situations and ongoing monitoring of the risk factors present in the workplace. With a view to prevention, they describe the optimal conditions that organizations should put in place to ensure that their employees benefit from a harmonious climate. We will then discuss psychological safety, a new concept to be promoted and integrated.
- A healthy work environment... at a distance
Éveline and Noémie discuss the new reality that has taken hold in recent years: telecommuting. More specifically, they discuss the challenges posed by the widespread use of virtual communications in daily contacts in the workplace, and the need to update the rules of conduct. They share a few tips for limiting the impact of remote communications on the quality of our relationships. Finally, they discuss the impact of cyberstalking on the employer's responsibility to provide a healthy workplace.
