Avionics News June 2014 - 74

BUSINESS BASICS

Continued from page 73

go before he costs you big money.
"It's only a matter of time before it's
blatantly illegal to bully," Bartle said.
PREVENTING PREDATORS
Undoubtedly, it's easier to stop
abusive or aggressive behavior before
it starts. You accomplish this by
considering your attitudes, building
a bully-free company culture and
incorporating processes that make

abuse difficult to hide.
The first question Bartle asks about
workplace conflict concerns what
the chief executive officer or owner
thinks about the problem. If he's
horrified, then his values align with a
no-bully culture. However, when he's
a screamer himself and he believes
employees must frequently be scared
straight - and he ignores the research
on what this does to his business -
there's less hope for reconciliation or
for uncomfortable employees to thrive
in this environment.

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74

avionics news

june

2014

Where there is a desire for prevention, bully proofing starts with
creating processes in the company
that take away potential aggressors'
freedom to run amok. Indeed, aggressors are typically under-supervised,
according to Bartle, so establish goals
for appropriate behavior, a management strategy for enforcing those
goals and a supervisory structure that
allows every employee to know his
or her job. This cuts bickering, frustration and role-bleed because everyone knows your expectations.
"People can get away with a lot
if their role is not clear and they're
not held accountable for their job,"
Bartle said. "If you have structure,
you'll have better behavior, because
structure leads to accountability
based on the goals."
While few companies currently
have anti-bullying policies, the number is growing. If you're interested
in changing this for your company, it
should do several things, beginning
with defining inappropriate behavior
and providing examples, according
to Bartle. It also should formalize the
protection it offers targets, including
outlining the reporting procedure,
ensuring confidential reporting, providing support to the target, detailing
the investigation procedure and creating a no-retaliation policy.
But most importantly, you must
be ready to shape your shop environment so aggression isn't tolerated, regardless of who the offender
may be. "(Companies) have to be
willing to fire people who aren't
producing, and hire people who can
produce - and treat them respectfully," Bartle said. For a lot of reasons,
that kind of move can create a business that's the apple of your eye. q

Avionics News June 2014

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