Developing an Ethics Based Workplace – Handling Unethical Office Politics, Favoritism and Manipulative Disrupters

Businesses have enough problems today without some employees being the best thing that ever happened to their competition. You don’t want to give your employees a workplace in which high performers are frustrated, mistreated and can’t function at their best.

Every workplace culture has its share of favoritism, office politics and dysfunction. After all employees are people too and every group of people whether a workplace or a bowling team creates its own norms. But when the workplace culture sours and runs amok; denigrating into a survivalist culture that lessens productivity, stifles creativity and causes talented skilled employees to leave, the culture has become lopsided in the favor of who is usually a mere few disgruntled manipulative disrupters.

Being able to manipulate others should not be a job reward, but to manipulators, it one of their most treasured rewards. These employees are incredibly damaging to your organization by failing to think about what they are doing to the company (and its people), the ramifications of their tactics, their killing off innovation and chasing off talent that does not want to engage in such team disrupting tactics.

If you do not build such an organization or allow one to flourish by rewarding such machinations you will not have one to dismantle. However, if you do have one, you want to dismantle it quickly. Because just as talented people, can always find another place to work, so can the uniquely skilled employees, and the good team players. Which means the talented employees with great skills and the ability to work well on a team; the ones you want to keep? Well they very well might leave and it’s just a matter of when. At the very least, those critical employees are very susceptible to your competitor’s recruiting efforts. Those valuable employees just don’t want nor have to put up with manipulative actions, unethical office politics, and general unethical and unfair treatment.

So, whom does that leave you? Yes, those same few employees who are going to behave the same way with the new talent you’ll go to great lengths to find. Attend this webinar if you are looking for understanding of how to better safeguard your organization from unethical office politics, favoritism, manipulative disrupters and how to develop an ethics based workplace.

Areas Covered in the Session :
Don’t build it and they won’t come (or stay) – how to proof your workplace from turning into a vulnerable workplace
Compliance problems that can arise from dysfunctional cultures
How to start to change the “Fort Building and Silo Building mentality” and just as importantly – what Not to do
How to spot the real troublemakers (generally not whom you think) before they gain traction
Changing the culture from within, not from outside
How you reward the disgruntled disrupters without realizing
Leadership styles and responsibility to thwart politics, communication silos, and favoritism
Recognizing and handling everyday common workplace trivialities and aggravations before they grow into something more serious
Workplaces and workspaces – dissuading, even dismantling “Fort Builder’s “Tools of the Trade”

Who Will Benefit:
HR Generalists and Associates
HR Leaders and Team Leads
Regulatory Compliance Managers and Associates
Employee Relations
Branch Managers
Business Owners
Branch or Division Managers
Anyone who writes workplace investigative reports

Teri Morning

  • Teri Morning, MBA, MS, SHRM-SCP specializes in solving company “people problems.”
  • Teri is the founder and a principal partner in HindsightHR – employee investigation and incident case management software.
  • Teri also sources software solutions for compensation and performance management.
  • Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
  • Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
  • In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management.
  • Teri was certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.

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  • Login Information with Password to join the session, 24 hours prior to the webinar
  • Presentation Handout in .pdf format
  • Presentation from the Speaker
  • Feedback form
  • Certificate of Attendance
  • Recording access Information with Password to view the webinar, will be sent 24 hours after the completion of the Live webinar.
  • Presentation Handout in .pdf format
  • Certificate of Attendance