What is the purpose of a business?  Here are three typical
answers:
*To make money
*To serve clients
*To provide quality products/services.

We would like to propose another answer to this question. 
The answer is:

To become the best version of itself.

If an organization concentrates on becoming
the best version of itself, the continuous improvement
process that this phrase suggests will accomplish the
three answers above and much more.

However, a company can only become the best version of
itself to the extent that the employees of the business
are striving to become the best versions of themselves.

HR CONTRARIAN POINTER: When employees strive to be
the best versions of themselves, they are goal driven and
fully engaged in their work lives and personal lives.

Three things keep people engaged in a job:
1) The sense that they are appreciated.
2) The sense that they are making a difference.
3) The sense that they are progressing or advancing.

Most companies do an adequate job of appreciating
employees and showing individuals how they make a
difference.  When it comes to helping employees progress
and advance, organizations often come up short.

In Part II of this blog next week, we will introduce you
to a program that dramatically increases employee
commitment, engagement, and loyalty, while showing
employees how to become the best versions of themselves.

In the last blog post, we defined incivility and talked
about its adverse impact on a company.  This week we will
address the solution.

The typical response would be to bring the “toxic
employee” into a meeting, address the issue, and begin the
disciplinary process to resolve the issue or remove the
employee.

Certainly, disciplinary action will work.  But the process
of resolving incivility often requires a systems solution.

HR CONTRARIAN POINTER: The long-term solution to resolving
incivility has to do with training, clear expectations,
and accountability.

Solutions include:
*Identifying company values and related behaviors.
*Talking about and teaching civility.
*Having clearly documented expectations of civility.
*Setting zero tolerance levels for incivility.
*Weeding out the people who “don’t get it.”
*Seriously listening to employees via:
  -Attitude surveys
  -Exit interviews
  -360 Reviews
  -Complaints.

If the corporate values of a business are important to
long-term success, then the organization needs to clearly
identify the positive behaviors to exhibit and the
negative behaviors to avoid.

If you would like to read an overview on how we help
clients achieve civility in the workplace, click on the
link below and scroll to the bottom of the page and read
item #3 - Behavior Assessment.
http://www.hrcontrarian.com/dfy_description_evaluation/