When something goes wrong in business a common reaction is to try to shift the blame. More often than you may think, regardless of the position they hold, employees seek to find ways to avoid accepting responsibility for their mistakes. This leads to many companies having to deal with what is known as ‘the blame game’ on a regular basis. Of course blaming others - or indeed management processes - for mistakes is counter-productive and greatly decreases a business’ efficiency and effectiveness. Furthermore, it leads to companies wasting time finding out who, or what, caused a problem, rather than seeking to both solve and learn from it.

So, how can businesses avoid the blame game and encourage staff not to shift responsibility on to someone else when things go awry? Actually, one of the most effective ways of achieving this is through generating a strong, transparent and supportive company culture. Here are 4 ways in which HR can help create a company culture that turns the blame game on its head and boosts teamwork, productivity and efficiency.
 
1. Promote ‘Just Culture’ In the Workplace

Many industries, from aviation to healthcare to manufacturing, understand the importance of ‘just culture’ in the workplace. ‘Just culture’ – which makes up part of overall company culture - can be described as companies creating an environment wherein mistakes are seen as part and parcel of everyday business. Instead of being lambasted for their errors, employees are encouraged and supported to come forward if they do something wrong.

Businesses and HR departments that promote just culture facilitate honesty amongst employees and ultimately improve a company overall. It is only through employees owning up and having the confidence to face up to their mistakes that companies can learn and build upon errors that are made. A company that ignores ‘just culture’ risks having employees sweep mistakes under the rug, or incorrectly blame others for their wrongdoings, which can have hugely detrimental implications for a business.
 
As business owners and managers will know, more often than not mistakes are made because of bad management or incorrect processes. Harnessing a company culture that promotes admitting to mistakes allows businesses to learn and build upon them, ultimately improving company processes. Simply put, employees are much less likely to make the same mistake twice if their initial error has been openly discussed and they have been supported in rectifying it.
 
2. Ensure Psychological Safety
 
‘Just culture’ helps to foster an environment where employees are more honest and open, and therefore feel more psychologically safe. This is crucially important in business. Firstly, and most obviously, psychological safety of employees is essential in industries like healthcare and aviation where the psychological wellbeing of employees is vital to keep those that use the services safe.
 
However, it’s not just about keeping customers safe, ensuring employees feel psychologically safe is of paramount importance when it comes to the mental wellbeing of staff members. We all know the age-old mantra, a happy worker is a productive worker – and unsurprisingly a big part of that happiness comes from mental wellbeing. Businesses and HR professionals should empower employees to admit to mistakes by promoting the idea that, in owning up to a mistake, they are helping rather than hindering the company. This makes for a more open, happy workforce and more efficient and effective management processes. A win-win for all.

3. Encourage Looking Out For Each Other
 
Employees who feel isolated are more likely to try to cover up mistakes and, if they get away with it, they could fall into a vicious cycle of hiding wrongdoings. Making sure that employees look out for each other is an important way to improve teamwork and prevent covering up mistakes. Rather than making employees feel like they are grassing on one another, employers should encourage staff to assist those that seem under pressure and make sure workers know they can ask for assistance when necessary. Promoting the idea that employees are ‘all in it together’ is a great way to stamp out a cover-up culture and detect issues among staff early on. After all, early detection of an issue is the best way to prevent it from spreading and becoming a much bigger problem for the business as a whole.

4. Educate HR in Dealing with Reported Problems
 
Let’s be clear, mistakes in business are commonplace. There will always be issues that arise and making sure that the HR department is prepared to deal with problems which are reported is crucial to the smooth running of a business. Knowing how to support staff in need, how to correctly report, react and file an incident when it occurs, and how to treat those who have made a mistake in the correct and appropriate manner are all areas in which HR professionals should be well versed. As a department, HR is often the first port of call when it comes to reporting workplace problems – therefore it would be foolish not to ensure that all HR staff are well drilled in dealing with these situations as and when they arise.

Generating a company culture that treats mistakes as blips that are actually necessary for the advancement of the business not only empowers workers to admit to mistakes, it improves productivity and benefits a company in the long run.
 
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Rock? Classical? Pop? Or just silence? The jury’s still out on what kind of music, if any, should be listened to in the workplace. With many job postings now boasting access to great office playlists or the chance to pick the songs on certain days, employers are catching on to offering music as an office perk. There’s no doubt that in life, lots of us enjoy a good tune. However, whether that can, or should, translate into the workplace is another question entirely.

While this may seem like a non-topic, having tunes on in the office has the potential to increase employee wellness, making staff happier and more productive. But that’s not true for everyone. In fact, some people find themselves too distracted if music is blaring, or unable to concentrate even with a little background noise. As with many workplace issues, it’s all about striking a balance. So, here are 4 important points for employees and employers when it comes to listening to music in the workplace.

1. The Psychology Behind It
 
First and foremost, let’s talk about the psychology behind music in the workplace. Neuropsychologist, Dr. David Lewis, explains that music is a good management tool to be used for increasing the efficiency of your workforce and their mental wellbeing. One study back in 1972 even found that factory workers performed better when happier, upbeat music was played.

That being said, for some, music can be a distraction they can do without. Music also has the potential to trigger emotional responses in many people, especially songs with lyrics. To get around this, employers may choose to play instrumental songs, or indeed songs in a foreign language that mean nothing to those listening. This may avoid employees losing concentration and help them to focus on the task at hand. Alternatively, some suggest that it may be detrimental to listen to music while trying to complete tough, complex tasks. In this case, silence may be the way forward. At the end of the day, this all comes down to personal preference. If a consensus cannot be reached among employees, no music at all may have to be the solution. 
 
2. Think of the Genre

If you are going to pipe tunes around the office, it’s good to have a serious think about what genre you want to focus on. Maybe you want to find an eclectic playlist to try and fit in with everyone’s taste. Or, maybe you want to put the foot down and say that classical music is the only way to really focus the mind. Of course, the style of music you choose may depend on the workplace environment. No one is going to be pumped up in a gym by Beethoven’s 5th symphony and, equally, an IT consultancy may not want to play the latest trance tunes. Try to find a music genre or playlist that fits your office mood and the people you employ. What’s the best way to do this? Ask them.
 
3. You Might Need a Licence
 
Yes, you read that right, believe it or not, employers may need a licence to play music publically in the office. Here in Ireland, a PPI licence is required if you, as an employer, use copyright recorded music in public. Equally, in the UK, employers need a PRS for Music licence. These are in place to ensure that both record companies and performers are being fairly paid for the use of their music. There is a wide range of premises where the employer/owner are required to have a PPI licence – from shops to nightclubs to swimming pools. Be sure to check if your business requires a licence before putting the record on. 

4. Get The Level Right or Use Headphones
 
Finally, it’s really important that not only the genre, but the sound level of the music is appropriate to the office. Remember, you don’t want to drown out teams of employees working together with loud music. Alternatively, workplaces may want to opt for no music being played publically in the office, but instead to allow employees to listen to music personally using headphones. The downside to this is perhaps a loss of interaction between employees on the office floor – yet it may also cut down the office chit-chat. Again, it’s all about finding what suits your business environment and your employees best.
 
Undoubtedly music in the workplace can contribute to a positive company culture, a strong employer branding, and has the potential to improve workplace productivity. Just be sensible with the policy you enact, get a licence if required and make sure employees are happy with the choices you make – especially if you are in charge of the playlist.
 
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With the blurring of the lines between work and private life, the need for employers to fully understand data protection in the workplace is more important than ever before. Additionally, a much greater number of employers are enacting Bring Your Own Device (BYOD) policies in the workplace as more and more employees wish to use personal technologies at work. Recently I wrote an article highlighting the crucial considerations of a workplace BYOD policy, and with a recent update on data protection the workplace by an independent European Advisory body, it is necessary and beneficial to revisit this issue.

Data protection is a very sensitive issue sweeping the globe at the moment. With the access to information becoming easier and easier, there is even more of a need to protect private data. The most effective way to ensure employers are adhering to data protection laws and are not infringing on the private lives of employees is to know the rules and have policies in place. So, in this post I intend to shed light on the most important points for employers and employees to consider when it comes to data protection in the workplace following the EU working party’s update.
 
1. Limit Data Collected on Employees

Firstly, and perhaps most importantly, it is vital that employers limit the amount of data they collect on employees. It is not acceptable for employers to sit back and let data on employees collate – businesses should be actively ensuring that they are only in possession of the minimum amount of data they need on each employee. Simply put, employers should only hold data on employees that is absolutely essential.

2. Destroy redundant Data

Following on from the first point, making sure that employee data which is no longer being used is destroyed immediately should be a top priority for an employer. This may take time and administration, however it can be invaluable when it comes to covering employers should there be any litigation battles around data protection in the workplace. In addition, make sure that employees are fully aware of exactly what data on them is held. This kind of transparency makes for a much smoother, open and fair workplace environment and again, helps to avoid any legal complications around data protection.
 
3. Social Media Accounts are Not Free Data

Whether social media accounts are public or private, employee data present on their profiles must not be considered data that can be processed by employers. Importantly, employers cannot demand an employee to provide access to their social media profiles, unless of course there they have legal grounds to do so.
 
Granted, there is also a degree of responsibility on employees to limit the amount of personal data they put onto a public social media account, not for fear that it may be processed by an employer, but simply due to the fact that information is visible to all – not just your employer. Be careful what you post, be diligent in your choice of words online and make sure the information you do have online is kept behind well encrypted passwords.

4. Employers Owning Electronics Doesn’t Grant Right To Own All Data

Often an employer will provide electronics rather than have a BYOD policy in place. There are many benefits to this – from having homogenised electronics across a business to allowing for a clearer divide between work and personal related data. However, it is crucial that employers bear in mind that just because a device is supplied by the business, doesn’t mean all of the data stored on it belongs to the company.
 
In short, an employee’s personal data is an employee’s personal data, regardless of what device it’s stored on. This principle is fundamental when it comes to upholding employee rights and making sure that employers are not breaching employee rights to privacy. Finally, employees should always shield private communication from work related monitoring to minimise the potential for an employer to be encroaching on their private lives.

5. Include a Policy on Personal Communications

When drawing up policies on data protection in the workplace, be sure to include guidelines on personal communication. This is as important for the employer that provides electronics as it is for a business operating a BYOD policy.

It is, of course, unrealistic in this day and age not to allow personal communications in the workplace. In fact, the EU working party argue that a blanket ban on communication for personal reasons is “impractical and enforcement may require a level of monitoring that may be disproportionate.” Nonetheless, employers need to ensure that employees know the rules and employees must be sure not abuse the system in place.

Ultimately, failing to understand the intricacies of data protection in the workplace leaves an employer vulnerable to litigation and an employee at risk of an invasion of privacy. In a nutshell, both companies and employees must make sure they keep on top of the ever-changing regulations with regard to data protection - it’s no longer a choice, it’s a necessity.
 
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We’ve all heard about bullying bosses. More people than you think have experienced managers who abuse their power and cause hurt towards those below them. In fact, one study from the Employment Law Alliance reported that a staggering 50% of employees surveyed had been the target of a bully boss. Whether it be intentional or unintentional, workplace bullying is a very real problem that must be tackled in our organisations.
 
Just last week I wrote an article outlining the important role company culture can play in preventing workplace bullying and harassment. However, the truth is that this is a hugely important topic which can only be addressed by a multi-faceted approach. For that reason, in this post I want to look beyond company culture and unpack how management and HR professionals can have a real impact in helping to eradicate workplace bullying and harassment.
 
Are there management styles that can be adopted to help limit harassment? Are managers currently doing enough? What needs to be done on the office floor to put an end to bullying and harassment? Here are three measures that can be taken to try and address these questions and ultimately reduce workplace bullying and harassment:

1. Educate Line Managers
 
Educating line managers on how to identify, mediate, and ultimately prevent harassment and/or bullying is by far one of the most important ways an organisation can prevent bullying and harassment.

There are two reasons for this. Firstly, line managers are in prime location to spot any bullying or harassment issues that may come up in the workplace. Secondly, the more educated a line manager is on bullying and harassment policies and standards, the less likely they are to commit any offences themselves. Additionally, the better the education around these issues, the more likely managers are to be both sympathetic and empathetic towards those who are victims of harassment.

When it comes to actual material that should be taught to both managers and HR professionals, it is imperative that it’s not solely focused on policies and guidelines (it goes without saying that every company should have clear policies in place). Too much theory is hard to transfer to real life situations and can make people lose focus. Training programmes should include role-play examples and incorporate emotional intelligence in order to ensure that managers are well versed in dealing effectively with their teams.
 
Organisational psychologist, Patricia Murray believes that about, “one third of the time, people are blind to their own engagement in a negative transaction with someone.” If this doesn’t highlight the need to further educate line managers in bullying and harassment issues I don’t know what will.
 
2. HR Must Engage Regularly With Staff

Consistent HR engagement and communication with staff at all levels is a major way to help put a stop to bullying and harassment. HR professionals should not underestimate the value of immediately sending out a message to all employees if an incident has occurred as this has the potential to knock a bullying issue on its head right from the off. Of course, it’s not always that easy and bullying and harassment in the workplace can be extremely complex. It may sound clichéd, but making sure that open lines of communication exist between HR professionals, line managers, and all staff encourages workers to come forward, harnesses trust and shows staff that when it comes to these very serious issues they have someone in the workplace to talk to.

3. Be Open to New Management Styles

Finally, businesses shouldn’t be opposed to adopting or trying new management styles that may make the workplace more open and transparent, and ultimately help to reduce bullying and harassment. Agile management, for example, focuses on a horizontal management structure, with much less of a hierarchy between workers. As cases of bullying and harassment often come from power dynamics and abuses of power, creating a management structure wherein workers are on much more of a level playing field has the potential to reduce incidents of both bullying and harassment. Even minor changes like the size of teams or the number of office managers can go a long way to helping to find a solution to bullying issues in the workplace.

That’s not to say that changing management structures is guaranteed to reduce bullying and harassment – there will always be incidents that need addressed in the workplace. Finding out what management style best suits your business and helps teams gel together most effectively is very important when it comes to reducing workplace bullying and harassment, and increasing talent retention and acquisition.
 
As my last two articles have shown, there is a vast array of measures which companies both can and should be adopting to tackle this pressing issue. HR as a department must take a stand against bullying and harassment of all sorts in the workplace – luckily we are very well placed to make a true difference.  
 
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