5-step formula to fix a toxic workplace

The Growing Problem of Workplace Incivility: How to Reduce Rudeness, Encourage Courtesy & Create a More Professional Atmosphere From raunchy reality shows to parent brawls at Little League games, incivility seems to be everywhere – so it's no surprise that rudeness has also invaded the workplace. Squabbling employees, screaming managers, colleagues who never respond to emails, co-workers who send texts while you're talking to them… all these people seem to have forgotten the basic rules of courtesy and respect. Offensive behavior among colleagues carries a high price, because "civility" at work means more than just good manners. Respectful treatment creates the foundation for cooperation between individuals and collaboration among departments. When people are rude and disrespectful to one another, they are much less likely to share information, contribute helpful suggestions, or offer assistance with problems. Join us Tuesday, December 20, for The Growing Problem of Workplace Incivility, and in just 75 minutes, you will learn to recognize the signs of an incivility epidemic at work, and then discover specific strategies for improving co-worker relationships, turning around a team, or changing an entire organizational culture. The program will include the following topics: Why common courtesy is not so common The vicious cycle of disrespect: when rudeness leads to revenge 7 warning signs of an incivility problem Childish adults: pouters, screamers & public attackers Communication insults: email bombers, cyberjunkies & nonresponders How incivility hurts productivity and increases turnover Why professional adults sometimes act like brats Quick quiz: taking an honest look in the mirror How silent bystanders and wimpy managers encourage offensive behavior Dealing with drama: gossips, snobs & office divas How co-workers can learn to have civil conversations about incivility Using a "team turnaround" to make your group more collaborative Legal hazards: frat boys, closet bigots & sexual predators 5-step formula for changing an organizational culture Beyond civility: 12 signs of a truly collaborative workplace You can also ask your specific questions directly to Marie McIntyre. And because this is a webinar, there is no limit to the number of colleagues you can invite to sit in on this interactive event. Join us December 20 to find out the strategies you need to turn your office from an uncivil war zone into a collaborative workplace. Sincerely, Pat DiDomenico, Editorial Director Business Management Daily P.S. Early Registration Bonus. The first 50 people who sign up for The Growing Problem of Workplace Incivility will receive Difficult People at Work — a $39.95 value! Discover how to identify and manage the 24 most challenging personality types! Working with underhanded, self-centered and troublesome people can be infuriating. Difficult People at Work gives you proven, practical strategies you can use immediately to restore the balance of power, improve your own working environment and put problem people in their place. P.P.S. Extra Added Bonus. You'll also receive one month of members-only access to ManagingPeopleAtWork.com — our comprehensive online resource designed to make you a stronger, better-prepared manager. So that you continue to benefit from ManagingPeopleAtWork.com, we'll continue your access automatically for just $89 per quarter, unless you tell us "no, thanks" — your choice. P.P.P.S. We promise you'll be satisfied. If The Growing Problem of Workplace Incivility fails to meet your needs, we will refund 100% of your tuition — no hassles, no questions asked. Your course materials and download are yours to keep. Date: Tuesday, Dec. 20 Time: 1 to 2:15 p.m. ET Early Registration Bonus: The first 50 people who sign up for The Growing Problem of Workplace Incivility receive Difficult People at Work — a $39.95 value! Discover how to identify and manage the 24 most challenging personality types! Working with underhanded, self-centered and troublesome people can be infuriating. Difficult People at Work gives you proven, practical strategies you can use immediately to restore the balance of power, improve your own working environment and put problem people in their place. Extra Added Bonus: You'll also receive one month of members-only access to ManagingPeopleAtWork.com — our comprehensive online resource designed to make you a stronger, better-prepared manager. So that you continue to benefit from ManagingPeopleAtWork.com, we'll continue your access automatically for just $89 per quarter, unless you tell us "no, thanks" — your choice. About Your Speaker: Marie McIntyre operates a career coaching business in Atlanta, GA, and the website YourOfficeCoach.com. She is the author of two books – Secrets to Winning at Office Politics and The Management Team Handbook – and writes a career advice column, Your Office Coach, which appears in newspapers nationwide. She is also a regular contributor to CNBC online. Marie's advice has been quoted in Fortune, the New York Times, the Wall Street Journal, Forbes and many other publications. As a consultant, Marie has worked with a wide variety of organizations, including Cisco, The Home Depot, AT&T, Walgreens, Lockheed Martin and the CDC.

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6 Tips, 9 Months: Pregnancy Accommodation

Baby on Board: HR, Pregnancy & Accommodating Moms "I'm pregnant" Expectant employees can bring excitement to the workplace—but also raise a lot of questions in HR. Plus, a recent Supreme Court precedent requiring light-duty accommodations has made the pregnancy analysis even more complex. How must you accommodate the employee's physical limitations? How should you handle leave requests? What about discipline and discharge issues? When can you require the employee to return? What about accommodations after the employee returns? Pregnancies can set into motion a complicated mix of responsibilities and risks for your organization. Recent pregnancy discrimination cases have resulted in high-profile, enormous awards against employers—including a $185 million jury verdict against a company. Every HR professional needs to get up to speed on the latest laws, court rulings and best practices for accommodating expectant and new parents. Register Now Join us Wednesday, December 7, for Baby on Board: HR, Pregnancy & Accommodating Moms. You'll discover how to properly handle challenges such as: How to navigate the array of laws and legal requirements — including the Pregnancy Discrimination Act (PDA), the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA)—as well as recent federal agency activity regarding their enforcement. The type of pregnancy-related ailments (morning sickness, etc.) that are considered FMLA "serious conditions" or ADA "disabilities." How to avoid pregnancy-bias claims during recruiting and hiring. What's a "reasonable" accommodation for pregnant employees and new mothers in light of the new Supreme Court decision? Real-world scenarios on sick leave, light-duty assignments and lactating employees that you can apply to your own workplace right away. The 6 best practices on pregnancy-related issues that will keep you out of court. Plus, get all your questions answered by an expert in the field, attorney Lara de Leon of top employment law firm Ogletree Deakins. Now is a CRITICAL time to avoid mistakes with pregnant employees! The EEOC announced in its new Strategic Enforcement Plan that they're ramping up their focus on pregnancy discrimination. The EEOC recently filed a string of pregnancy discrimination lawsuits against employers … and there's no sign the agency is slowing down. Join us December 7 to train yourself and your supervisors how to do the right thing and stay out of court! Sincerely, Pat DiDomenico, Editorial Director HR Specialist P.S. Special Registration Bonus. All attendees to this webinar will receive a copy of our Executive Briefing on this topic, Pregnancy and Maternity Leave. This 16-page download includes tons of actionable advice, a list of "do's and don'ts" for managers, a sample Maternity Leave Policy and answers to frequently asked questions on this issue. P.P.S. Extra Added Bonus. You'll also receive one month of Premium Plus Online—our comprehensive electronic information service. Premium Plus Online features more than 10,000 HR articles, online compliance self-audits, over 100 forms and checklists, plus Ask the Attorney (responses to your employment law questions). So that you continue to benefit from Premium Plus, we'll continue your access automatically for just $99 per quarter, unless you tell us "no, thanks"—your choice. P.P.P.S. We promise you'll be satisfied. If this webinar fails to meet your needs in any way, we will refund 100% of your tuition – no hassles, no questions asked. Your conference materials, website access and registration bonuses are yours to keep. Register Now Pricing Options: Access Every Business Management Daily webinar for one low price! Webinar: $197 CD Recording & Download: $197 Webinar, CD Recording & Download: $297 Since this is a webinar, you and your entire staff can attend in the comfort of your office or conference room for one low price! You may include as many people as you wish while listening on a single phone line or computer. Contact us for multi-site discounts. About Your Speaker: Lara de Leon is a shareholder in the San Antonio, TX, office of Ogletree Deakins, where she represents employers in all aspects of labor and employment law. Lara defends clients in federal and state employment-related lawsuits and agency claims and regularly counsels employers regarding compliance with federal and state laws. Lara has extensive experience defending employers before the EEOC, U.S. Department of Labor and other federal and state agencies. She is a frequent speaker and writer on employment-law issues for HR and employer groups. Prior to joining Ogletree Deakins, Lara was in-house employment counsel at a Texas corporation. Registration Bonus: All attendees to this webinar will receive a copy of our Executive Briefing on this topic, Pregnancy and Maternity Leave. This 16-page instant download helps ensure that your leave policies are legally sound, and provides a detailed action plan for keeping workplace disruption to a minimum. It includes tons of actionable advice, a list of "do's and don'ts" for managers, a sample Maternity Leave Policy, plus answers to frequently asked questions on this issue. Treat employees fairly with this guide to what you can do (and say) – and what you MUST avoid. Extra Added Bonus: You'll also receive one month of members-only access to Premium Plus Online — our comprehensive electronic information service at TheHRSpecialist.com. Premium Plus Online features more than 10,000 HR articles, over 100 forms and checklists, plus Ask the Attorney (responses to your employment law questions). So that you continue to benefit from Premium Plus, we'll continue your access automatically for just $99 per quarter, unless you tell us "no, thanks" — your choice. Credit Hours: This event has been approved for 1.25 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). "The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute's criteria to be pre-approved for recertification credit.". Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CPSM or SHRM-SCPSM. This event has been approved for 1.25 PDCs. 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Keeping Remote Workers Motivated: 3 Expert Strategies

A new Stanford study says employees who work at home are 13% more productive than employees who work in the office Trouble viewing this mail? Read it online
Keeping remote workers motivated: 3 expert strategies By Tricia Sciortino With the rise of remote and distributed workforces, building and maintaining a healthy and productive work culture in these new models is getting a lot of attention. There are plenty of voices and opinions on both sides of the issue, but I'm here to tell you that it's just as possible (if not more possible!) to build and keep an amazing company culture even when your employees are rarely in the same place. Remote employees don't need micro-management, but they do need to be held accountable. They must know what is expected, have the right tools and be given regular coaching. Map your strategy for effectively managing remote employees. Our company is entirely virtual, and we've been able to create a company culture that empowers and fires up our entire team every day. Here's how we did it: • Make your mission, vision and values part of everything you do. And I do mean everything—your meetings, your communications, your employee reviews, every interaction you have. Don't ever stop talking about, acting on and sharing your culture. That means you, as a leader in the company, have to live them out, as do your fellow leaders. It has to be ingrained into everything you do, every hire you make, every project you finish. You can't just write down your mission, vision and values on a piece of paper and never think about them again. They have to be lived out every day. We even call our employees on a regular basis to quiz them on our core values—that's how seriously we take them. • Use video to stay connected. We use video meeting technology for nearly every interaction. We hardly ever pick up the phone, but do all our meetings via webcam. Even the quick, "Got a second?" kind of questions are done over video. Actually seeing the people we work with creates and strengthens connections and helps us overcome the isolation that can come with remote working. Remote working is on the rise. This has created new challenges and questions for managers and supervisors: How do you know employees are working… and not tweeting? And should you care? How can you track their progress? What's the best way to give them feedback? Get these answers and more in How to Effectively Manage Remote Employees. • Celebrate what you want to see. We make sure we call out and celebrate the components of our culture that we want to have replicated. We celebrate big and small wins publicly via our company's private Facebook page, and make sure we include both personal and professional wins—because our employees are whole people and we want to celebrate their whole lives! We budget for what we call "frugal wows"—just small tokens of appreciation we send to each other to help build relationships and reinforce our core value of "gratitude." You probably know by now that people don't quit jobs—they quit cultures. But by incorporating these simple practices, you can make your company's culture one that brings in the talent you want and keeps the people you have. Tricia Sciortino is president of eaHELP, a leading virtual assistant provider in the United States, matching experienced virtual assistants with customers across dozens of industries. Visit eaHELP.com. Do any of your employees work remotely—even for one day a week? If so, this webinar is for you… and your management team. Join us Tuesday, December 6 for How to Effectively Manage Remote Employees.You'll discover how to: Create metric-based performance expectations that hold employees—both local and remote—accountable for their performance (using a "Performance Expectations" worksheet). Correctly give ongoing feedback and coaching to remote employees. Give effective and realistic performance reviews to your remote workers. Identify candidates who are a good fit to successfully work remotely. Measure remote employees' performance daily, weekly and monthly. Help remote employees feel "connected" to the company and other co-workers. The dispersed workforce is a trend that will only grow. As companies look to cut costs and employees look for more flexibility, remote working is on the rise. A new Stanford study says employees who work at home are 13% more productive than employees who work in the office. Still, some managers are uncomfortable or unsure how to manage employees they don't see every day. This webinar, presented by Jay Forte, the president of The Greatness Zone LLC, will help your management team become masters at coaching and dealing with their far-flung employees. The result: Better managers and a more productive (and happier) workforce! Register today!	November 30, 2016 Registration Bonus: The Six Steps to Establishing Clear Performance Expectations Related Headlines: A short-handed Supreme Court declines one case, adds another Lawsuit-proof your processes: Document employee progress against goals Veteran hiring steady, but vets growing dissatisfied
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Overtime Rules DOA; ACA Deadline Extension; Working Unwell

Wednesday, Nov. 30, 2016      With the New Overtime Rules DOA, What Now for Employers? Many companies begrudgingly complied and now are stuck figuring out whether to undo what they've done in preparation for this (now) unlawful rule. Read More IRS Provides Some Extra Relief for Employers In this second year of reporting, the IRS has offered an extension on 1095 forms. Read More Sponsored Content How much is employee financial stress costing you? When employees are balancing their budgets, making calls to creditors, and stressing about money while on the clock, they aren't focusing on their jobs. With 33% of employees spending time at work dealing with their personal finances, your bottom line is suffering. Across industries, employees are struggling financially. And the drain on your company's productivity could start to add up. Find out how much here!  Calculate Now Working Unwell: Mental Health by Profession A recent study looked at the professions most likely to experience depression and what factors are involved in this ranking. Read More Sponsored Content 5 tips to Effective Performance Management Performance solutions enable organizations to automate and optimize their performance processes and align employee development and goals with corporate objectives. Organizations that invest in performance solutions cite a number of significant benefits. Download Now Siemens Healthineers: Optimas Gold Winner for Training For its efforts in developing new, agile solutions to reach an expanded customer portfolio in a continuously shifting technological landscape, Siemens Healthineers is the 2016 Optimas Award Gold winner for Training. Read More Life & Specialty Ventures: Optimas Silver Winner for Training For its work empowering and preparing high-potential employees with a clear path toward future leadership, Life & Specialty Ventures is the 2016 Optimas Award Silver winner for Training. Read More Sponsored Content Attract & Retain Millennials Millennials have distinct skills and values that recruiters need to recognize—and cater to—if their growing businesses wish to attract (and retain) a competitive workforce. That's why we've put together "A Recruiter's Guide to Attract and Retain Millennials", filled with key recruiting insights. Download Now Upcoming Events 2017 Spring CLO Accelerator April 22nd, 2017 10:00 AM Register Now 2017 CLO Symposium April 24th, 2017 1:30 PM Register Now

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