“The imagination has no limits when it comes to killing someone’s positive image; one conceals one’s owns weaknesses and feels superior.”

Marie-France Hirigoyen, Le harcèlement moral (Moral Harassment)

 

Why has the management of harassment become such an important concept for corporate management?

The law on social modernization of January 2002 recognizes moral harassment as a misdemeanor, with a potential maximum fine of 15,000 euros and one year imprisonment.
However, certain holes in this law, particularly the completely subjective definition of harassment, lead to abuse. Complaints are increasing and are almost automatic today in cases of disputed terminations.

Managers must therefore learn to manage their relationship with their employees, even under the almost permanent pressures on managers to achieve increasingly broad objectives.
Managers remain the decision-makers, however. They must learn to explain their decisions and orders, among other things. In no case should these be perceived as means to harm an employee.

However, there are many examples in which the implicit pressure we impose, or that other employees impose, on an employee is not immediately visible.

Let’s take the example of an engineer recently appointed department head. He comes from outside of the company. The reason for the outside hiring is not known by the department technicians; they would have preferred an internal promotion. The “newcomer” is ignored.  No one speaks to him. His recommendations are not implemented. His hierarchy believes he needs management training, and he agrees.  Being young, he probably does not know “proper” management techniques. After his absence, the atmosphere worsens.  He is criticized in a department meeting.  Rumors start concerning his personal life. He becomes cantankerous.  He is deemed unsuitable for the position and is transferred to another unit – same salary, same qualification, but no group responsibility or opportunity for further development.
In the above example, we can clearly see that the collective harassment resulted from management’s lack of communication.

This type of failure in integration is costly both from a human and financial perspective.

Today, what we can propose are various methods to avoid harassment within your company, or to very simply avoid being accused of harassment in the future, even though you never thought you were oppressive.

This type of information and training will allow you to considerably increase the effectiveness of your management style, without fear and taboos, and while maintaining your authority.

Contact us and we will tell you all about it!