The performance of your company is directly tied to the performance of your employees, so one of the best ways to develop your company is to develop the people who work for you. While you can motivate your employees by rewarding success and disciplining failure, these incentives and disincentives will only get you so far. If your employees only perform well to get a reward or avoid discipline, they’re not truly invested in your company’s success. A great way to get employees invested is to invest in them. And one way you can do that is through coaching.
Coaching is a management style that develops employees by assessing, improving, and tracking their knowledge, skills, and abilities. Whereas training is task-oriented—teaching employees how to do something or in what circumstances to do something—coaching is people-focused. Each employee you coach is different. Each has unique strengths to grow and weaknesses to overcome. Coaching meets each person where they are and guides them along the path to improvement.
Harassment is a form of employment discrimination that may violate federal laws like Title VII of the Civil Rights Act, the Age Discrimination in Employment Act and the Americans with Disabilities Act. The Employment Opportunity Commission (EEOC) issued a list of best practices for employers to use in their workplaces to prevent harassment. According to the EEOC, the following five core principles have generally proven effective in preventing and addressing harassment.
According to OSHA, nearly 2 million American workers are victims of workplace violence each year. Workplace violence includes any act or threat of physical violence, harassment, intimidation or other threatening disruptive behavior that occurs at the worksite.
Workplace violence can take many different forms, and perpetrators are not always employees, so no employer can prevent all possible instances of workplace violence. However, there are steps you can take to lessen the risk of a catastrophe at your workplace.