Swearing!: How we express ourselves is fundamental to who we are, and how we are seen by others.

Crow!

Cunt!!

W*nker!!!

F*ck off!!!!

Crap hat!!!!!?

Jack C*nt!!!!!!

I am guessing you are wondering where I am going with this. Well, these are antagonising, and derogatory words that no one likes to hear, or worst of all read on an elite and professional platform like Linkedin. However, to say that such words are uncommon in the workplace, especially in a workplace such as mine ( The British Army ) would be untruthful. A healthy work environment is essential for the productivity and well-being of employees. As leaders and managers, it is our responsibility to foster a culture of respect, professionalism, and open communication. However, there are instances when inappropriate statements are made, which can lead to an antagonistic atmosphere and even bullying. In this article, I will discuss statements such as : "threatening subordinates", and "referring to others, especially subordinates as C*nt" I will shed light on the implications of such language and offer guidance to educate leaders and managers on the importance of avoiding antagonising behaviour in the workplace.

Recognising Antagonising Behaviour:

Antagonising behaviour involves actions or statements that intentionally provoke, belittle, or intimidate others. It creates an environment of fear, stress, and hostility, which can significantly impact employee morale, productivity, and overall well-being. Inappropriate statements, like the one mentioned, fall under this category and should never be tolerated.

Understanding the Impact:

The repercussions of antagonistic statements can be severe and detrimental to both individuals and the organisation as a whole. Here are some key impacts to consider:

a. Employee Well-being: Such statements can cause emotional distress, anxiety, and fear among the targeted employees. It undermines their self-confidence, leading to reduced job satisfaction and a decline in mental health.

b. Productivity and Collaboration: A hostile work environment hampers teamwork, trust, and cooperation. Employees may feel reluctant to voice their opinions, hindering innovation and creativity. This toxic environment ultimately affects overall productivity.

Establishing a Respectful Workplace Culture:

To prevent antagonising behaviour, leaders and managers must take proactive steps to establish a respectful workplace culture. Here are some essential measures:

a. Clear Policies: Develop comprehensive policies that explicitly state zero tolerance for bullying, harassment, and any form of inappropriate behaviour, including verbal threats or violence. Communicate these policies to all employees and ensure they understand the consequences. An example of this in the British Army is the Director Land Warfare Centre’s policy of “Swearing in the workplace” – a detailed policy directing all military staff within Land Warfare Centre to desist from the use of foul language which could be considered as demeaning or insulting.?

b. Training and Education: Conduct regular training sessions to educate employees on appropriate workplace behaviour, conflict resolution, and communication skills. Train leaders and managers to recognise and address any signs of antagonistic behaviour promptly. An example of this in the British Army is the former Army CGS’s initiative of?Op Teamwork; a training programme to operate in unison to ensure that the culture and attitude of army personnel, changes for the better to future proof the Army and drive better operational outcomes.

c. Lead by Example: Leaders must model respectful behaviour by treating employees with fairness, empathy, and professionalism. Encourage open dialogue, active listening, and constructive feedback to create a positive and inclusive work environment.

d. Encourage Reporting: Establish confidential reporting mechanisms that allow employees to report instances of inappropriate behaviour without fear of retaliation. Take reports seriously and investigate them promptly, ensuring appropriate action is taken. An example of this in the British Army is the Service Complaints system a process whereby serving or former members of the UK armed forces can make a complaint if they feel they have been wronged on a matter that arises when they are subject to service law. This can include complaints of bullying, harassment, discrimination and biased, improper or dishonest behaviour.

Addressing Inappropriate Statements:

If a leader or manager finds themselves making inappropriate statements, it is crucial to rectify the situation swiftly and effectively. Studies show that the longer unacceptable behaviour is tolerated, the detrimental effects on targeted employees are further exacerbated. Here are some steps that could be considered by organisational leaders and managers:

a. Self-Reflection: Recognise the impact of your words and take responsibility for your actions. Reflect on the incident, acknowledging the harm caused, and commit to making a positive change.

b. Apologise and Make Amends: Apologise sincerely to the affected employee, expressing regret for the inappropriate statement. Offer support and reassurance to rebuild trust and demonstrate a commitment to personal growth.

c. Seek Professional Help: Consider seeking guidance from professionals, coaches, or mentors to develop better communication and conflict resolution skills. This will help prevent similar incidents happening in the future.

In a professional work environment, there is no justification for making inappropriate statements that antagonise or threaten others. Leaders and managers equally have a crucial role in creating a safe, respectful, and inclusive workplace culture. By understanding the impact of antagonistic behaviour, taking proactive steps to prevent it, and addressing inappropriate statements promptly, a positive work environment that promotes the well-being and success of every employee can be fostered.

It must be noted that, effective leadership involves treating others with respect, empathy, and professionalism, thereby building a stronger and more cohesive workforce. This is exemplified in the British Army by our values: Courage Disciple, Respect for Others, Integrity, Loyalty, Selfless Commitment and our standards of Total professionalism, Lawfulness, and Appropriate behaviour - the way British Army soldiers must put values into practice.

#leadership #management #mentalhealth #training #healthandsafetyatwork #safetyinthework #safetyatwork