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Sandra Carter
Executive Director
After 8 years as Vice Principal for a renowned UAE school brand and 30+ years in education, Sandra started her educational services company to offer support and improvement to schools...
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Tricky Workplace Situation Handled
- Without a doubt, the second option is more likely to induce conflict as employees like to be treated fairly. In this scenario, employees are not treated fairly and it will be difficult for them to see how long before they can command respect. this is setting the new employees up for conflict. Whilst the longer term employees may like their 'position' they will even see that the company are not being fair so will not have that respect when its really needed.
- Listening, paraphrasing the situation and then being empathic . Ask the upet or angry person to sit will often calm them. Both sides need to discuss, maybe with mediator. It is not professional to be openly agry and disply loud angry behaviour. If they feel like this they should go for walk/take time out or speak to someone.
- He should chat with the staff and let them know he is open to making changes as he values their contributions BUT recognises there is a difficult working environment. Opening take suggestions and make changes where possible. Making it clear that all employees are important as they all play an important part in achieving the company vision.
- Have an open door policy that enables all staff to feel comfortable if they have any concerns. Being able to deal with these quickly is key. Reminding staff that they all have an important part in achieving the company vision. This applies to ALL members of staff. Being approachable.
- I used a strategy once to help relations between the school conductors and the teachers. I saw, one day that a teacher thrust paper into the hand of an office worker for photocopying with hardly saying a word. It made me act quickly. I called all the conductors into school on a Saturday, put the school vision on the screen in the auditorium and asked them to stand up and point to the person that was responsible for achieving the vision. They found this very difficult and did not want to point to the Principals office. Eventually they were encouraged and all pointed to Principals office. At this point I told them they were wrong and that it was all of our responsibility, including every one of them. I then said it was therefore important that each and every one of us should be rfespected and that they should not have to put up with disrespectful behaviour. BUT then I spoke to all of the teachers in a briefing - and explained the step I had taken and why. There was an immediate difference with how everyone treated each other - even in the corridors.
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- Simply by being aware of possible biases and ensuring all staff are clear n beliefs so as not to venture too far from them. Sometimes it is good to ask a different person to perform a particular job - in order to avoid the people biases that may be there.
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- Yes
- By being a smaller company - we can be impacted by the biases many have towards larger (safer) companies.
- I worked for many years in the same school as my son and it was incredibly important for the sake of all staff that I did not show bias towards him. Interestingly, it worked the other way. I was so cautious not to show bias that I failed to even treat him as an equal sometimes.
- First of all he uses some approach to ensure that the message actually came from his boss. He could call him. Once he is confident that it is his boss, then he can send the required information. Perhaps this could be sent via two means so as not to have all the information in one place. He would also need to ensure that the information was sent securely
- It simply means we need to read a lot and be prepared to learn from the conversations of others. It's about being in the know. It impacts our work, in that we do need to give some time to it and not allow ourselves to be too rushed - otherwise we fail to pick up on this additional information.
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- A stressful situation for me is when 2 or more groups of people having different needs, are wanting you to make a decision in their favour. By thinking in an adaptive way, you will be able to take EVERYTHING into account in making the final decision but will have all the information needed to help others to see why the decision was made.
- Some parents want more and more homework for children. Some want less. Being in the know about why homework is good and why not so good - along with reactions from others, you can tell the parents what will happen along with very good reasons why the decision was made.
- I would ask a series of questions about how the tutee feels in a range of work situations. How do they think best? What happens, when they are working on a tricky project and there's a lot of noise in the background. Through discussion, we would discover that certain situations require a different environment.
- Allow people the thinking time, reading time or planning time. Allow them to work in a quieter space.
- The fact they are still going into the workplace means they can share ideas with other team members and evaluate them. T hey can be inspired by others around them, especially that they are all designers. However, because they would prefer to be at home, they could easily be de-motivated and not work so progressively.
- Part time or flexible working hours. Some or all remote working. To speak and negotiate directly with her sharing the targets of both the workplace and Mara.
- Freedom to take risks. NEVER ridiculing anyone's ideas. Actual encouragement to try new things and never be afraid if they dont go as planned. A try, try again attitude from the top. Teamwork to build on each other's ideas. Sharing successes and praising new systems and schemes that work well.
