Dealing with intimidating employees

Leaders need to 1) be conscious of the factors that lead to a toxic work culture, 2) establish clear policies outlining what sexual harassment behaviors will not be tolerated and what employees should do if they see or experience misconduct, and 3) enforce these rules by designating clear roles for people within the organization.

The subject of sexual misconduct at work is dominating mainstream conversation and board room agendas.

At my company I have told everyone they should come to me or my second in command immediately with any complaint.

Should this ever happen, I would try to understand the incident by interviewing everyone involved, and I would likely ask the alleged harasser to take a leave until we understood the entire situation. If that was impossible, we would seek outside counsel. Over a decade ago, we wrote up a sexual harassment policy that strongly denounced any form of sexual harassment.

At that session, I asked everyone if we should do anything else, such as hold a sexual harassment training session; no one believed that necessary.

Last modified 27-Feb-2018 08:25