How To Manage Inappropriate Humour At

Workplace-.munication We all like to have a laugh and a joke. Most people spend more time at work than they do outside work, so it makes sense that we enjoy our working day and make it fun. But what happens when the jokes and humour on the team cross the line? How do managers know when harmless banter oversteps the mark? And what should they do about it? Dealing with challenging behaviour is a key responsibility for mangers who need to ensure they build a respectful and .fortable working environment. After all, that is when people will give of their best, not when they are made to feel un.fortable by inappropriate jokes or are offended by the office banter. Managers who can demonstrate positive behaviour management in their teams will reap the benefits of a more inclusive, rusting and cooperative environment. So how should Managers address inappropriate humour at work? Many managers worry they will be seen as a killjoy if they step in and stop the banter but they need to trust their instincts here. Each organisations culture is different and some will tolerate more robust banter than others. Partly Managers need to trust their own sense of where the line is. But also they could be proactive and hold discussions with their teams about what they all think is appropriate and inappropriate humour at work. Often people dont think about the impact of their behaviour but discussions like this help people to step back and think about where lines should be drawn. Getting buy- in from the team in this way will help mangers with behaviour management in their departments. Some of the most difficult and challenging behaviour to manage is the low level disruptive behaviour – such as making someone the butt of an ongoing joke or giving someone a nickname they dont want. These situations in isolation probably arent too much of a problem but when they go on and on , it very wearing for the people on the receiving end and can start to affect their confidence and self esteem. Behaviour management courses can help to tackle these areas for both managers and team members. The most important thing to consider is that training courses are tailored to the .anisation when looking at behaviour, as each culture will be different and unique. The other key point to consider with any Behaviour management courses and workshops is that there should be follow up internally to ensure what is discussed is actually implemented by everyone and that if humour and banter does cross the line, that managers are confident to step in and deal with it. About the Author: 相关的主题文章: