Witnessing inappropriate behaviour in the workplace can be uncomfortable. Many of us have seen or experienced a colleague’s behaviour that just doesn’t sit right, leaving us wondering how—or if—we should address it. While confronting these situations can be daunting, speaking up is essential for fostering a positive, respectful workplace culture. Here’s how to approach calling out poor behaviour effectively and professionally.
Why It’s Important to Address Poor Behaviour
A healthy work environment relies on mutual respect and understanding. When poor behaviour goes unchecked, it can damage team morale, decrease productivity, and create an atmosphere of discomfort. By addressing such behaviour, not only are you standing up for yourself and others, but you’re also contributing to a culture of accountability and integrity.
Preparing to Address the Issue
Before you decide to speak up, take some time to prepare. Assess the Situation and consider whether the behaviour was a one-off incident or a recurring problem. Try to remain objective and evaluate the impact it has on you and others.
It may also help to document specific instances of the behaviour. Record details of what happened, when, and where. This will give you concrete examples to refer to, which can help make your case more compelling and prevent misunderstandings.
Choosing the Right Approach
Once you’re ready to address the issue, it’s important to approach the conversation thoughtfully.
– Speak Privately: Pull the person aside to discuss the behaviour one-on-one. Addressing the issue privately minimizes embarrassment and helps create an environment of trust.
– Use “I” Statements: Using “I” statements can make the other person less defensive. Instead of saying, “You’re always dismissive in meetings,” try, “I felt dismissed during the last meeting when my points were overlooked.”
– Be Clear and Specific: Describe the behaviour you found inappropriate, focusing on the action rather than the person. For instance, “I noticed comments were being made about my appearance. I found it uncomfortable and distracting.”
NLP Coaching and Strategies
How can NLP techniques help you in this situation? There’s a technique that can help you look at a situation from the other persons perspective. It’s often referred to as perceptual positions in NLP. This framework encourages exploring situations from three distinct perspectives:
- First position (Self): Experiencing the situation from your own point of view—your thoughts, feelings, and intentions.
- Second position (Other): Stepping into the shoes of the other person to understand their perspective, emotions, and motivations.
- Third position (Observer): Taking on the “wise” or neutral role, looking at the interaction as an outside observer to gain an objective and detached perspective.
This approach is incredibly useful for building empathy, resolving conflicts, and improving communication during interviews or coaching sessions.
When the Behaviour Persists
If you’ve already addressed the behaviour and it continues, it may be time to involve a manager or HR. These professionals are trained to handle workplace conflicts and can help you escalate your concerns appropriately. Remember, standing up for yourself and advocating for a respectful work environment is within your rights.
It’s also wise to familiarize yourself with company policies regarding workplace behaviour. Knowing your rights can help you feel more secure and supported if the situation requires further action.
Final Thoughts
Calling out inappropriate behaviour isn’t easy, but it’s a crucial step in building a respectful, supportive workplace. By addressing poor behaviour with clarity and respect, you contribute to a positive work environment that benefits everyone.
If you’re facing challenging situations in your career, consider reaching out for support. A career coach can help you build confidence and provide you with the strategies needed to navigate complex workplace dynamics effectively.
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