First up, you’ll need to encourage your staff to communicate with you. Then, you’ll need to open up various different lines of communication. Some staff may not feel comfortable approaching you in person, especially if they don’t want to be seen doing so in person. Once you’ve opened these lines of communication, go about encourage your staff to speak up. Here are three things you should encourage your staff to communicate with you about. The businesses success and the health and well being of your workforce relies on it.
In the same way that children can be scared to speak up about bullying, so can adults. In a workplace, in fact, it can be even worse. Staff may fear that if not dealt with properly, the bullying will escalate and get even worse.
Setting out a zero tolerance policy against workplace bullying is key. There is a huge amount of advice out there, and even specialist companies who can help.
Be sure that your staff now where to turn to if they need to speak to somebody. Some companies wrongly say ‘just speak to your manager.’. However, this may not be an option if the manager is involved. Or, if the manager has previously turned a blind eye. There is a fine line between workplace bullying and harassment, and you need to stamp down on both. Show that you are capable of dealing with all situations delicately and with great care. Other staff will see this, and feel more able to communicate with you if they experience something similar in the future.
There are a number of reasons why your workforce may not mention faulty or ill-performing tools and equipment. Maybe they forget or worry you will blame them. However, if any electronic tool isn’t performing correctly, you need to know. It may no longer meet health and safety standards, and as a result, may be putting your workforce at risk. Encourage your staff that they can report issues without repercussion. You can even set up an anonymous reporting system if you feel it necessary. Whatever it takes to ensure your staff always communicate with you about faulty or subpar tools. Once they have, show that you are taking action. Replace them with tools from a reputable brand. These baileigh tools are a fine example of this.
Sometimes, staff will keep ongoing or recurring illnesses to themselves. Oftentimes, they do this out of fear that telling management will have repercussions. A prime example of this is staff keeping mental health issues under wraps. They believe that if they are struggling with depression, for example, they cannot do their work because of the stigma attached. It is so important that you let your workforce know that they can come to you with any issues of this nature. Reassure them on the steps you would take. Perhaps this is paid leave for a period of time, or a few course of counseling sessions. Making this very clearly known and understood on a company-wide basis should be your starting point. Then make you sure you reiterate it every few months, to inform new staff, and remind old staff.