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Let’s get people talking about what makes a good place to work

Learn the impact of language on workplace culture and safety in this insightful article. Discover how the shift away from macho management styles towards emotional intelligence is reshaping organisational dynamics.

Some words convey action, energy and determination others violence. To  launch a project as opposed to firing the starting gun or pulling the trigger. Increasingly there is evidence that violent macho language in the workplace place contributes to women feeling unsafe in such a work environment. Two organisation may identify the same issues and priorities but their tone and language means they will tackle them in a very different way.

We have seen a determined move away from the macho management style and a recognition of the importance of Emotional Intelligence in the leadership of organisations. There is nothing that conveys macho management morvividly/clearly than violent words and aggressive phrases.

Post Covid we are in an uncertain and challenging environment. It is extremely competitive out there and if we are to survive and prosper we will need to punch above our weight.  The senior management team believe this will be achieved by targeting retention rather than recruitment, exploiting the benefits of a diverse workforce and confronting health and well being issues head on. We expect changes to be unpopular but managers will just have to bite the bullet. We have set a tight deadline because we are standing on a burning platform, with neither the time nor any point in debate. HR are looking at the option of loyalty bonuses and golden handcuffs to retain certain high value employees but managers are instructed not to jump the gun by alerting their team members of any proposed changes before the formal announcement.

Post Covid we are in an uncertain and challenging environment. However we believe the organisations strength is it’s people. To make the most of the experience and talent we have in the organisation we will focus on retention rather than recruitment, building on the benefits of a diverse workforce and taking the health and well being of employees seriously. Happy employees don’t look for jobs elsewhere, people whose talents and commitment are recognised and valued don’t need to look to other organisations to fulfil their ambitions, employees who feel that their manager supports the idea of a positive work life balance don’t feel the need to change jobs or managers.

Let’s get people talking about what makes a good place to work.

These two paragraphs show organisations that have identified the same issues as a priority for future success but use very different language to get their message across. It is said that the leadership sets the tone for an organisation and the use of language sets a very different tone in each organisation. Based on just these two paragraphs which organisation do you think is going to have the bigger problem with bullying? Which is more likely to be experienced as a safe place for female employees? Which is going to be more successful in retaining employees and which is more likely to take the health and well being of employees seriously?

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