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The Role of Leaders in Creating Psychologically Healthy Workplaces: An Update - Questions Answered

​​​On August 3, 2018 Catherine Loughlin, PhD​ ​presented in our Effective Workplaces Webinar series. Her webinar titled, The Role of Leaders in Creating Psychologically Healthy Workplaces was first presented in December 2013. This latest presentation is an update to walk us through how to identify toxic behaviours in the workplace, and discuss how leaders can take initiative to maintain healthier atmospheres for their workers.​


Questions and Answers

Dr. Loughlin was kind enoungh to answer a few of the ​remaining questions from our audience which came in after the time limit:

  • Question #1: ​Is it possible to get a link to the research mentioned on how interpersonal conflict between managers and employees was related to workplace accidents on construction sites in ON?

  • Question #2: For task related stress, it seems to be a very subjective issue. Some employees might think the workload is too high, but others are able to handle the workload fine.  We try to be as supportive and understanding as possible, and even assign support for individuals who have high workloads, but still some employees start talking negatively and spread the negativity to others.  How do we stop the negativity?

​This is a tough one, because personalities are inevitably involved.  Nonetheless, I would try to get the ‘nay sayers’ on board, by having them propose solutions re: workload.  If that doesn’t work, you may have to just accept a certain amount of negativity or else ‘move the person along’.  

  • Question #3: If you personally feel you are being bullied at work, do you know of any resources to help resolve the situation? Should you approach the other person or involve supervisors, leaders or HR?

Actually, I would not approach anyone until you’ve done your own homework!  What are your rights/responsibilities in your jurisdiction (see Table at the end of the slides)?  Make sure you fully grasp the ‘lay of the land’ in your jurisdiction before doing anything.  It is often the victim who is forced to leave, so do not do anything until you have a plan.  If you could read the book I cited ‘Toxic Workplaces’ it would also be good prep. work before doing anything (as you may have to move quickly once you report).

  • Question #4: Have you ever worked in a situation where the maturity level doesn’t enable 360-degree feedback?  Are there specific steps to convince leadership to adopt  these practices?

​There typically has to be a ‘pain point’ for them (i.e., what’s in it for them to change?) – ​In this regard, the productivity case can sometimes get their attention (i.e., what are they losing by doing nothing?).

  • Question #5: If you leave a job, you normally would not receive EI. Do you know of any research on employees who leave a job for bullying issues (stress leave) on insurance claims?

​​Again re: bullying and insurance, you need to see the guidelines in place for your jurisdiction (see Table at end of slides).

Thank you for attending and we hope you'll join us for our next webinar​!

Last Modified: 11/7/2017 3:59 PM