What’s your opinion of managing “Facestabbing” incidents in the workplace? When it comes to your attention that an employee has posted a negative comment of some kind about your company, superiors or colleagues, how does your company respond? How do you think it should respond?
Is there a formal policy? What is it? If not, do you think there should be a formal policy or procedure for addressing such comments progressively up to and including termination? Do you believe in a more informal approach?
Or do you see it more like my friend Bob Selden, author of the Management-Issues issues blog, who sees such Facebook commenting as “the old ‘water cooler gossiping’ or ‘heard it at the pub’ that have been part and parcel of work life forever?”
I tend to fall in the camp of how medical professionals might address Facestabbing – treat the disease, not the symptoms.
For some companies, treating the disease may be a bit like treating cancer at first, requiring excising of cancerous growths in the form of backstabbing, unproductive, and incompatible people that simply don't fit with a culture of appreciation focused on teamwork, success and a commitment to living out the company values in the daily work. As Josh Bersin pointed out:
“Companies which understand their core culture can far outperform their peers by building a set of staffing and management programs to reinforce this culture. And what this research clearly shows is that employee engagement (or employee satisfaction) is directly related to leadership and culture: the company must understand the culture it wants to create, hire for that culture, and manage around that culture.”
Once you have that culture built, the symptoms simply melt away.
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