Introduction

Workplace drama is defined as behaviors that detract from a workplace climate and culture that allows for creativity and joy to thrive.

In this 2 Tips, we offered two tools for reducing the drama in your organization. These tools are geared towards managers or supervisors, but all staff members who wish to improve their experience at work can benefit from this discussion.

In the two tools at the bottom of this blog, you will find a packet that we encourage organizations, large and small, to use. This tool helps organizations to develop a practice for when shared decision-making is appropriate and how to do it.  A second helpful tool comes from Forbes; it shows organizational leaders that it really can be a straightforward practice, as well as compassionate, to provide direct feedback to employees about the need for behavioral changes. 

Tip 1

A values-driven decision-making approach helps staff members to understand that their voice matters in some types of decision-making; creating an official practice helps staff members to delineate when and how their voice informs decisions and when it doesn’t. 

Tip 2

Direct conversations about the need for staff behavior changes are acts of compassion; ask questions, set standards verbally and through email, and keep at it so that your team can advance in a climate of clarity and consistency. 

Resources

1 |  Adopt this process for a values-driven decision-making approach. Your organization can benefit from a shared decision-making process that delineates how some decisions are made by predetermined group values; this is not a consensus approach, but it does honor staff voice for specific types of decision-making. This is a free tool developed by Anchoring Success. Enter your email immediately below to access the packet which walks you and your team through this process. 

2 | Direct conversations with staff members about their behavior can be a straightforward process and requires the mindset that such conversations are truly a compassionate act for the individual and the mission of the organization. It is ideal to train all staff in such a practice and associated standards at the point of onboarding into the organization. Thanks to Forbes for providing some useful guidance on such a process with this and this