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Success!Ezine
Volume 7 Issue 9 -- September 2010
DrCarolWebster.com
Copyright 2010 All Rights Reserved
Success!Ezine
is a Free newsletter provided to you by
Dr. E. Carol Webster to help you get ahead in life
and enjoy your success.
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E. Carol Webster, Ph.D. is a clinical psychologist
consultant in Fort Lauderdale, FL. Feel free to call or
e-mail for more information.
Dr. Webster is author of
Success Management: How to Get to the Top and Keep
Your Sanity Once You Get There and The
Fear of Success: Stop It From Stopping You! |
Feature Article
Toxic
Workplaces
E. Carol Webster, Ph.D.
Copyright © 2010
Toxic workplaces can make you sick. Bully bosses and oppressive work
practices create great stress and reports of depression are common. In this
bad economy, employees feel they have nowhere to go because job options are
limited or non-existent, so they try to hold on while their physical and
mental health declines. Businesses get pinched too as the use of sick days
and disability rises while productivity falls. So it’s important to
eradicate toxic elements in your workplace as soon as you spot them.
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Abusive Bosses |
Take a careful look at your leadership team. There’s no place for bullies or
those who don’t have control of their anger and impulses. Supervisors who
are yelling and throwing things need help and are not demonstrating adequate
self-restraint to manage others. Similarly, those who are arrogant and on a
power trip, feeling the need to lord over staff, are likely to be obnoxious,
condescending micro-managers who bludgeon professional egos and stifle
creativity and innovation. Many balk or downright reject coaching because
they don’t feel the need to change, so be prepared to have to show most of
them the door.
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Abusive Co-Workers |
Workplaces led by abusive bosses tend to spawn abusive staff. Your employees
may be plagued by coworkers who are cursing them out, slamming doors,
flinging objects on their desks, if not outright taunting and terrorizing
them. This is unacceptable. People deserve to come to a welcoming work
environment that they look forward to each day, rather than one that makes
them feel like they have to duck and take cover. Yes, it’s a hassle to
discipline and terminate problem employees, but when you fail to take action
you’re sanctioning abusive behavior and codifying toxicity and violence in
your workplace.
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Abusive Workloads |
The combination of abusive bosses and coworkers can easily result in abusive
workloads for employees. Bullies tend not to carry their weight, causing
others to be exploited and taken advantage of. This is worsened by the
drastic cutback in staff on most jobs today, causing a few workers to be
loaded down with more work than they can possibly handle well. Risk managers
have good reason to be in a panic, so it is wise to reassess and realign
workloads. Yes, this may mean less profit as you hire additional staff, but
both your customers and staff are more likely to stay with you as the
quality of your attention to them improves.
Toxic workplaces can sicken your staff and your business. Help your
employees feel valued and well-regarded. Promote personnel and practices
that bring professional satisfaction, smiles and laughter to those who work
for you. Your staff and customers will look forward to being in your
workplace and this can only mean great things for your business!
About the Author:
Dr. E. Carol Webster is a clinical psychologist consultant in Fort Lauderdale, FL and is author of
Success Management: How to
Get to the Top and Keep Your Sanity Once You Get There
and The Fear of Success: Stop
It From Stopping You!
|
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Ask Dr. Webster...
Dear Dr. Webster:
I started my own business! My wife and I ride around making new customers
and we’re starting to really make some money but she won’t dress right and
keeps chewing gum. And she talks to her friends on her cell while I’m
writing up deals. She thinks I’m making a big deal out of nothing but what
do you think?
-- Worried About My Image
Dear
Worried About My Image:
Congratulations on your new business! You are absolutely correct to be
worried about your image. Many people think that working for themselves
means being able to do whatever they want. Your wife seems to be one of
these folks. She doesn’t yet understand that you must exercise more
self-discipline, not less, when you’re running your own business. The way
you both dress and act is a direct reflection of the business and its brand,
so your wife needs to get it together. She’s not on her own free time, she’s
at work and should look like it. This also means not smacking gum or
gabbing on the phone. Potential customers have every right to assume that
you’re “not ready for prime time” in the way you’re managing your company
and to feel reluctant to do business with you. So your wife needs to make a
decision – either she’s in or she’s out. It means doing all that is
necessary to make the business a success. If she objects, you may feel bad
about replacing her, but must ensure that your “front office” presentation
is impeccable. Your wife can still work behind the scenes but make sure to
critically evaluate whether she’s ready for this either. She may not have
the wherewithal or inclination to fit in anywhere and you’ll have to face
that reality very frankly. Don’t sacrifice the success of the business just
to be a good guy. Sometimes working with family isn’t the best idea. Get the
staff you need onboard. Good luck!
-- Dr. Webster
Got a Question?
Ask Dr. Webster
|
Success Motivator
There are two things over which you have
complete domination, authority, and control
—your mind and your mouth.
-- Molefi Asante
Success Tip
Mistakes in Dealing with
Workers
1-1
Setting one worker against another
1-2
Showing favoritism not based on performance
1-3
Continuing to deal as a co—worker with people you now manage
1-4
Talking about a worker’s personal issues with others
1-5
Taking workers for granted
1-6
Criticizing without complimenting
1-7
Being too lax with your workgroup
1-8
Being too strict with your workgroup
1-9
Not keeping your workers fully trained
1-10
Not encouraging your workers to improve
1-11
Permitting workers who need to work together to compete
1-12
Holding on to workers when they want to leave
101 Biggest Mistakes Managers Make
and How to Avoid Them
Mary Albright · Clay
Carr
Prentice Hall, Paramus, NJ, 1997
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Missed
An Issue?
Here's another chance to read up on topics of interest: |
|
ISSUE |
FEATURE
ARTICLE |
|
August 2010 |
Back to School Stress |
|
July 2010 |
Take Time to Rejuvenate Yourself |
|
June 2010 |
New Managers |
|
May 2010 |
Leading Change |
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April 2010 |
Returning to Work |
|
March 2010 |
Parenting Power |
|
February 2010 |
Work Can Wreck Relationships |
|
January 2010 |
Set a New Direction for the New
Year |
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2009 Issues |
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2008 Issues |
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2005 Issues |
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2003 Issues |
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Success!Ezine
E. Carol Webster, Ph.D.
Clinical Psychology Consulting
DrCarolWebster.com
954.797.9766
Ezine@DrCarolWebster.com
Disclaimer: The information in this
newsletter is for informational purposes only and should not be considered a
substitute for obtaining direct professional help. |
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