Your Healthy Workplace in 2023
Behavioral issues and conflict in the workplace are inevitable. Whenever you have diverse groups of people working together on a daily basis, conflict will arise. Each employee brings to the workplace a unique set of attitudes, ideals and beliefs that may differ from that of their coworkers. In addition to behavioral issues and conflict, the issue of workplace incivility and the negative impact it has on your organization’s culture is monumental. Unresolved behavioral issues, conflict and incivility often result in loss of revenue, productivity, the stifling of creativity, and the creation of barriers to cooperation and collaboration.
It’s helpful to view behavioral issues, conflict and incivility in your workplace as opportunities. Within every employee issue, there is the potential for tremendous teaching and learning opportunities. There is also the potential for growth and development. When you address divergent positions properly, you can stimulate innovation and learning in ways you can’t imagine.
Problematic behavior or conduct usually develops over time. As a Manager or Supervisor, the more proactive you are in dealing with these problems the more likely it is that you will increase your chances for a positive outcome. Conflict and behavioral issues that are avoided or ignored will only fester and grow into resentment.
Join us this September to learn about the necessary tools and information you need to effectively and confidently address workplace issues, conflict and incivility in your organization.
What We will Discuss
- 3 major ways incivility manifests in your organization
- Impact of incivility in the workplace
- Forms of incivility
- Bullying in workplace
- Tips for enhancing and building civility
- Coping strategies
- Hiring for civility
- Practices for a healthy workplace
- Importance of solid documentation
- Effective methods for supplying feedback
- Progressive discipline
- Investigating complaints
- Conducting an investigation
- Appointing the right Investigator
- The interview process
What You will Learn
- Defining workplace incivility
- Positive and negative outcomes of conflict
- The high cost of performance and productivity problems
- Working knowledge of employment law
- Workplace behavioral issues and strategies to address them
- Role of performance management and evaluations
- Business Goals of an Investigation
Who will Benefit
- Senior Leadership
- HR professionals
- Operations professionals
- All Employers
- All Employer Representatives
- Business Owners
- Compliance professionals
Diane L. Dee, President of Advantage HR Consulting, LLC, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting, and pro bono environments. Diane founded Advantage HR Consulting, LLC, in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on various HR topics for various compliance training firms across the country.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® certification.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation, assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
Clatid is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit - portal.shrm.org.
This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.
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