Lisa Anderson, Facebook, Amita discussed on The Emotional Happiness Podcast with That Anita Live
Get your free copy at that Amita live dot com slash ample. And we're back. We're sitting with professor oh twenty five. Yeah. H R veteran. Lisa anderson. She schooling us on the best ways to handle toxic nece in new work environment. Yes. Both from the employee perspective and manager because we're all responsible, absolutely culture. Absolutely. So what are some of the top three ways that everybody from any perspective manager or employees? Kin. Make the work environment pleasurable, so number one. And again, just from what I've seen over my career NS the easiest said than done, but I'm going to say it. Try to avoi- engaging in the office politics. Oh my goodness. It's. Just try. It was something the best the only way they're going to get ahead, but non times out of ten is disruptive. And is so easy to get sucked. In even if you try to stay out of a so easy to get sucked in. But once the politics star happening as an employee. Sometimes you're not even you want to set a boundary and try not to go there. But usually a lot of the conflict that I see in the workplace. Unfortunately, there's a lot of he says she said there's a lot of oh, I don't like her don't like him, or we all we're we're Facebook friends. Now, I'm made because you know, something has happened. And so you had a party and you invited everybody else from office. But me, yes. Yes. And then there's the the drama. So and then sometimes you have a manager. That's like watching the whole thing is like I don't wanna get involved as drama, you know, and and so and then escalates. Yes to the point that it becomes very disruptive. And then it is sometimes it gets to the point point where performance is then lacking. And so, and then we are addressing a whole nother issue. Right. Instead of you know, we could've nipped in the bud early on. So if you feel you know, that you are in a situation where that is happening to you try to engage early with your manager or or HR and try to get some advice on how to navigate the land. Mine. Land-mine later because you step you're too. Sometimes it's just the whole thing. Yeah. So so that's one thing. I lot of that a lot of issues come around that office politics. Yes. It does. It's a, you know, I tell people, you know, can we just come to work do our job and go home. Sometimes that is just not the case. So so that's the first thing if you can out of office politics, if you can try not to get sucked it, and if you feel yourself like important, try to go to someone that's trusted where you can get some advice on how to stay. I don't want to be involved in that, you know, I wanna stay over here. You know? And if that's not your manager that you can go to see if you can find someone within HR could even be a mentor that you can run a situation by to get some advice on how to handle. So that's number one number two. If you're a manager you have to address issues early and not wait. Well, okay. 'cause if you don't address them early it just adds to the toxic workplace because non times ten the issues not gonna go away. Just because we look the other way. Right. So address the issue early. And if you're not comfortable address. In issue early. This is one big thing. I like to say a lot of managers don't come to HR because they're like, oh, I don't want HR involve, and what that means is you can just come to us for advice. We don't have to come sit in a meeting with you with your employees. We're there to even advise you on how to handle it. And it may not even be tough for HR to come in feeling as well. If I go to HR, I got the document everything that's the one thing. Well, come to us early before we even get to that point. Right. It may be just even for you to have a conversation with someone and you're not documenting it. Whatever asked me for my paper. The stigma. We have right now, we do documentation come to us early. You know before it gets out of hand because you come to late, then we are asking you. Okay. How long it's been going on six months. What have we done? Oh, not you haven't had any compass. Then we're like, okay. Well, where are we? We're trying to assess the situation at that point. So if you can't if you see things going into a direction, you know, trying to engage early before. So don't play office politics as a manager address. Stay on the pulse. Yes. Your culture in your environment. Absolutely. And then the third thing because we are human beings. We can't expect people to set it off. Okay. When they come into the workplace, right stuff. Life happens stuff is going on in people's personal lives. So and they and yes, they bring it to work sometimes. So if you see someone that is struggling, yes, right? Oh, you see a difference or change in behavior have some compassion and reach out to the person manager, or at least let notify us so HR we can reach out and to see if we can be supportive to the individual to the employees because sometimes that's all it takes is making us aware if we're not aware, and if you're not comfortable in doing then let us reach out and just say, hey, how can we support you? And like I said earlier, you know, there's so many different resources that we can connect an individual with to try to get some. Assistance because we don't want our employees struggling, right? Yeah. So it does negatively affect if you have one employee that's top in even if you have some medium wins and some low ones once you don't address what's going on the negativity. That's going on in the office it brings everything else down. Yes. Absolutely. So again, just being aware, you know, and if you especially someone that's on your team if your manager, but even a worker, right? We talked about the cues we work side by side. Right. And so we we sometimes we're talking we're sharing and sometimes we notice our co worker soccer's different win the school called the upset because then shall. Yeah. And yeah, here you when you're at home. Well, your in the office which husband calls because he can't find his black Penn little shoot. I can hear you in office. When you sit Nova there in you're you're talking to your co-worker, not realizing that you're in an open work environment. And you're having this conversation about whether you and your husband arguing because you and your wife arguing right because your five year old wants a cellphone everybody in school has a cell phone, and I have a cell phone. Yes. So for you to then think that there's any level of privacy. Right. When you discuss it in an open environment. Yes. That it's that's unrealistic to think that you're going to have that privacy. Absolutely. I mean, and so again relationships happen, right? Co workers, and you colleagues, and you know, you built in relationships this drama in HR because it is it is why start your own. Leadership in career coaching company. Yes. Because I'm in HR, and I've seen so many things and I see split particularly women leaders struggling oh. And of course, there's a little bit of of me too in this because as I've moved up the corporate ladder, you know, I know what things that I wish I had you know, when I was coming up the corporate ladder. So I just have a passion from women managers, you know, to again, try to find their voice in this environment this corporate environment. Sometimes we're the only female on teen through. You may be the only minority very wanna team on executive team. I've been there. I've been the only female in minority in in a rural Fulham in. How did you find your voice and had that courage to speak up and let your voice? Be known as I just have a passion for that. I work with women on executive presence leadership presence. How do you show up in a room? You know, how do you present yourself because you say something when you walk in the room before you even open your mouth, right? So I just have that passion of working. How does a female leader be assertive? Yes. Not aggressive. Yes. And not get that, be nickname. Yes. Yes. Unfortunately, we sometimes we do get the bad rep, you know, a male can act the same way in the workplace, and we'll be rewarded. V rewarded for that? Right. Let's see. But when women show that, you know, hey, I know my stuff. Hey, I'm in can contribute to this conversation, and no must up can contribute value to this conversation. And when we speak of sometimes everybody's like oh. But sometimes we do have to be a little to be hurt. Because sometimes we're looked over very much. So yes, yes. And so you put idea on the table, and then, you know, everybody kind of brushes by and then Bobby says the same idea and everybody's like, oh, yeah. Thank you, Bobby. I'm glad you agree with me. Put that ideal on the table ten minutes ago. Now, let's let's talk about that. Right. But it takes courage to to do that. You know, some women leaders will retreat because they're not being hurt. It will push back. And because they're like, okay. No one's listening. Anyway. So why should I even try to you know? So them how I value. I do bring knowledge to the table. And so I just I you know, I know how Affeldt in situations like that. And so if I can help somebody. As they're going up their own career ladder. And so that takes some self reflection some suffo- wear nece, right? And so that's what I coach on, you know. Whatever, you know, everybody's not the same. You can't do this cookie cutter thing, it's whatever authentic to you. And your personality. You know, my personality is like really, I just sit that ten minutes ago. Right. But everybody's not like that, you know. And so it has to feel genuine and offense for them as the feel are thin -tic and genuine for you. Yes. You spend so much time at work. Everyone deserves to enjoy not only where you do it. But what you do pursue your passion. And do your part to make your office, enjoyable Lisa has given us a wealth of information to expand out to box for everyday living to reach out to Lisa find on Instagram at positively in pursuit. I'm Anita your host these should've check out that any live dot com for where in win to see our next up. Owed.