March 7, 2018
Check it out:
And please read more about my work with disruptive physicians, healthcare workers and other professionals.
April 27, 2012
Here is a Pennsylvania case in which a woman was fired from her job and denied unemployment insurance payments after being accused of engaging in disruptive behavior at work. What I found interesting about this case was how low the threshold for termination was. The employee didn’t physically hit or threaten anyone; she was just very disruptive and not professional.
Times are changing. Well, perhaps I should say times have been changing. What used to be tolerated, ignored or otherwise swept under the carpet is now being addressed head-on. (This is not a bad thing!). We all need to be more keenly aware of how we conduct ourselves at work, how we interact with people, how we treat our customers and colleagues, etc. Businesses recognize that rudeness is not just unpleasant but it’s bad for the bottom line, and as such, it will not be permitted at work.
April 8, 2011
We’ve all heard about so-called “zero-tolerance” policies. They sound great and seem like they make a lot of sense, but if you think about it, can you really apply such concrete decision making to dealing with human behavior?
In this Washington Post article some “myths” about zero-tolerance policies are exposed. This article was written primarily about the application of such policies in the school setting, I think it touched on many common themes that I deal with when consulting to work organizations. Probably the main point I try to bring home when speaking with a policy maker (or policy implementer) is that “zero-tolerance” does not mean “termination.” It simply means that the organization will not tolerate the identified behavior and it will take some sort of action against the employee, perhaps including risk assessment evaluation, discipline, education, demotion, etc. Of course termination is still an option in these cases, but it is not the only option.