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Stop Workplace Bullying and Learn How to Create a Culture of Respect

 

Workplace Bullying Can Cost You Time, Money & Reputation

Workplace bullying costs you—even if you don’t realize it. You could already be experiencing lost productivity and high worker turnover. And problems left unchecked will lead to significant legal headaches.

Bullying and incivility can take place anywhere. At one extreme, look to the Miami Dolphins, where a 300-pound football player reported such intense locker room bullying that teammates were suspended and careers were ruined. Think it’s not a problem in your office? Think again—nearly one-third of workers in America say they have been victims of workplace bullying and incivility.

Join HR pro Judi Clements as she outlines the scope of workplace harassment, how it happens, what it costs you, and how you can empower your employees and managers to create an inclusive climate. Change needs to come from the top, Clements says, and requires role models who will be held accountable for keeping the peace.

Clements will teach you how to diagnose incivility, what the difference between incivility and bullying is, how managers can play a role in stopping bullying and replacing it with civility, and how to craft a workplace anti-bullying and anti-incivility policy. Get the tools you need to make your business a model of civility!

Session Highlights

Clements will teach you how to:

  • Diagnose how and why civility breaks down
  • Understand how incivility costs you in lost productivity, staff attrition, and legal exposure
  • Distinguish between “civility,” “incivility,” and “bullying”
  • Pinpoint the role managers can play in creating and sustaining civility
  • Master the techniques of reversing incivility and bullying
  • Implement a workplace anti-bullying policy
  • Involve senior management in implementing and sustaining civility
  • Help HR pros in their role as anti-bullying agents

Who Should Attend:

This conference is aimed at anyone who confronts workplace incivility or can be called into put an end to it, including:

  • Senior HR professionals
  • HR analysts
  • HR managers and directors
  • HR personnel
  • Employee relations professionals
  • Directors
  • Vice presidents
  • Managers
  • Shift leaders
  • All employees
 
 

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