* Executive coaching. How sharp are the management skills that you use to lead your business?

* Behavioral & Attitude Assessments as used in the candidate evaluation/performance review process.

* Customer satisfaction surveys. Show them you care.

* Employee morale surveys. Slow down wasteful employee turnover.

* Executive search projects.

* Career planning assessment for students. 70% of us are in careers we would no longer choose!

* Salary Surveys. Are you paying both fair AND competitive?

* Sales force sales skill testing. Does he have (& are you paying for?) the knowledge of a professional salesperson?

* People buy from people they 'like', but what do they 'like'? D.I.S.C. based customer blending training for sales professionals.

* Sales Training Seminar. 50 sales closes. Close more often, make more profit.

* Employee Handbook template. (All provinces except Quebec). Lawyer reviewed. 70 subject headings.

* Company Manual. 225 Ontario lawyer reviewed topic templates to ensure organizational clarity in your business.


Monday, October 17, 2011

How can bullying affect the workplace?


Bullying affects the overall "health" of an organization. An "unhealthy" workplace can have many effects. In general, these include:
  • increased absenteeism
  • increased turnover
  • increased stress
  • increased costs for employee assistance programs (EAPs), recruitment, etc.
  • increased risk for accidents / incidents
  • decreased productivity and motivation
  • decreased morale
  • reduced corporate image and customer confidence, and
  • poorer customer service.

What can an employer do?


The most important component of any workplace prevention program is management commitment. Management commitment is best communicated in a written policy. Since bullying is a form of violence in the workplace, employers may wish to write a comprehensive policy that covers a range of incidents (from bullying and harassment to physical violence).
A workplace violence prevention program must:
  • be developed by management and employee representatives.
  • apply to management, employee's, clients, independent contractors and anyone who has a relationship with your company.
  • define what you mean by workplace bullying (or harassment or violence) in precise, concrete language.
  • provide clear examples of unacceptable behaviour and working conditions.
  • state in clear terms your organization's view toward workplace bullying and its commitment to the prevention of workplace bullying.
  • precisely state the consequences of making threats or committing acts.
  • outline the process by which preventive measures will be developed.
  • encourage reporting of all incidents of bullying or other forms of workplace violence.
  • outline the confidential process by which employees can report incidents and to whom.
  • assure no reprisals will be made against reporting employees.
  • outline the procedures for investigating and resolving complaints.
  • describe how information about potential risks of bullying/violence will be communicated to employees.
  • make a commitment to provide support services to victims.
  • offer a confidential Employee Assistance Program (EAP) to allow employees with personal problems to seek help.
  • make a commitment to fulfil the prevention training needs of different levels of personnel within the organization.
  • make a commitment to monitor and regularly review the policy.
  • state applicable regulatory requirements, where possible.


Chris Wilkinson.                              
Certified Business Behaviour & Attitudes Analyst.               
Business Coach.
Tel: (905) 275-2907 begin_of_the_skype_highlighting            (905) 275-2907      end_of_the_skype_highlighting (Mississauga).
E-mail: buspilot@bell.net

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