Seriously?

A critical decision in management is whether or not to take certain comments or actions seriously. Getting it wrong can have long lasting impacts on morale or can lead to legal consequences. Taking everything seriously consumes time without benefit and definitely stifles creativity. Letting bullies get away with snide remarks disguised as jokes may cause good staff to leave our organizations.

All remarks and actions that violate human rights must be dealt with seriously and in accordance with organizational policy. If your organization is without a policy, you may need to seek guidance from human resource professionals or even legal counsel. Ignoring such violations could mean that you are part of an environment that contravenes labour or even criminal laws.

Remarks in poor taste are more difficult to challenge. Assess the particular situation: a group may censure the offender sufficiently in a bantering manner; or, the remarks may be directed at someone who is unable to handle the situation. In the first case, just make a mental note; in the second case, arrange a private meeting with the offender to discuss professional behaviour. Regardless, if a pattern is developing, a private meeting is essential to restore the harmony of the work place. Failure of the "joker" to recognize their dysfunctional behaviour will require follow-up with a counsellor or even formal disciplinary actions.

Sometimes, groups can gradually create a closed and faintly hostile environment without meaning to. Humorous exchanges can shift into excessive one-up-manship. Joking that once broke the ice can become so pervasive as to undermine productivity. New staff will feel like outsiders for an extended time. Such an environment must be addressed in a staff meeting with great seriousness. Don't deliver a long lecture or solicit opinions. State your expectations clearly and ask for the professionalism that we all expect from ourselves.