HAVE YOU EVER THOUGHT ...
"This employee used to be so engaged, but now they seem distracted and keep calling in sick."
did they stop caring about their job?
"Most people seem happy at work, but this one person keeps running into conflict with their coworkers."
why can't they just work things out?
"Someone told me about a problem with a coworker and I'm not totally sure how to handle it."
how do we get everyone back to work safely?
i hear you
If you are great at your job but think someone who works for you might be struggling, I know how that feels--both as an employer and as an employee.
EARLY IN MY CAREER, I RAN INTO A PROBLEM
I was a lawyer representing employees in sexual harassment lawsuits.
The problem was that I was being sexually harassed at the same time.
I felt humiliated in having this problem. This was my dream job, and I couldn't give it up . . . but I was afraid that I might not be safe.
I went to other lawyers, and I asked how I could keep my job and stop my boss from touching me every day.
The other lawyers I talked to didn't know how to do that either.
I found out that the reason I didn't know how to stop sexual harassment and keep my job was (shocking news!) that I was never taught how.
I found tools that worked. I was able to encounter the situation so differently.
The man who was harassing me apologized, stopped touching me, and we worked together safely for years after.
I started teaching what I learned to my clients and saw them create amazing results.
That's why we started Cultural Health Training.
Most employers try:
Hiring an HR Consultant;
Having employees sign policies; and/or
Just ignoring the problem and hoping it goes away on its own.
...it often doesn't work.
After a complaint about a toxic work environment...
Many employers lose both the employee who may have caused the problem and the employee complaining about the problem.
If an employee has told you about a problem, they need support. There are simple tools they need to learn in order to thrive at work.
That's What We Teach in Cultural Health Training
Do any of these sound like someone who works for you?
They’re great at their work, but they keep talking about problems getting along with coworkers
They’ve started calling in sick, and you’re not sure whether they're using sick days as mental health days
They’ve asked for mental health days and have told you their stress or anxiety at work is getting to them
They’ve started making mistakes that they didn’t used to make. And, when you’ve asked about it, they’ve said they’re under a lot of stress
They’ve told you they think someone’s behavior is toxic, abusive, discriminatory, or harassing
YOU'RE IN THE RIGHT PLACE.
Conflict at work can actually be a sign you have a diverse, engaged workplace. But, most employers are not taught how to help employees move past conflict.
THERE IS NOTHING WRONG WITH
So, what's really going on?
Most employers are taught that when they get a complaint of abuse, harassment, or discrimination at work, the next step is to start an investigation. This makes sense!
Sometimes, discipline or even termination is a way to keep your workplace safe.
But, it does not support the employees who may be experiencing the abuse, harassment, or discrimination. Often after an investigation, especially if the investigation is inconclusive, an employer loses both the complaining and the responding employee.
Sometimes it impacts the entire workforce.
Instead, we need to empower employees. That might sound vague, but it’s not.
The steps we go through in Cultural Health Training teach you how to do exactly that.
When we can feel empowered in any situation, we can create a healthy work environment wherever we are.
A local business owner says...
Before hiring Meredith, I received a complaint from an employee that another employee had sexually harassed him. I wanted to take care of my employees and customers but was afraid I would do or say something that would make things worse.
After working with Meredith, both employees made big shifts. We implemented policies to keep our workplace safe. And, after a few weeks of work, both employees apologized to each other for their part in a complicated situation and agreed they could continue to work together professionally and safely.
It's NEVER a bad investment to improve your company, and that's exactly what it did for us. Having access to Meredith and the tools she gave us changed everything. It was 100% worth it.
Angela was afraid she was going to have to fire an employee who kept having "outbursts" with coworkers and clients.
Here's what she said after that employee went through Cultural Health Training with us...
"She is a whole new person! She has friends at work now. And, she just got a $14,000 raise!"
Here's what makes employers who invite their employees to Cultural Health Training see so much success:
THEY CARE ABOUT THEIR EMPLOYEES
They know that investing in their employees’ development is key to a productive, efficient, and inclusive workforce.
THEY CARE ABOUT THEIR WORK
They believe in the work they are doing and know their employees’ ability to be effective is key to making the most impact.
THEY VALUE SUBSTANCE
They know that creating a productive workplace is more than just checking boxes and looking like they care.
THEY WANT ACTUAL SOLUTIONS
They understand that cookie-cutter solutions don’t work for all problems and some problems deserve individualized attention.
Here's what we've seen people create through this process:
(for their protection, these are not the clients' real names)
Liz was facing termination because she kept having "outbursts" at her coworkers. Liz's employer hired us to help her. She was able to keep her job, started making friends at work, and received a $14,000 raise that year.
Amee's employee reported to her that he had been sexually harassed and assaulted by a coworker. Amee had her own experience with sexual assault and harassment, so she wanted to be respectful. But, she wasn't sure that what her employee described was really harassment or assault. She invited three of her employees to Cultural Health Training to resolve the issue. Within a month of training, the two employees involved in the dispute apologized to each other and agreed they could work together safely. Amee implemented new policies and felt new confidence in keeping her employees safe.
Melissa came to us on her own because of sexual harassment she was experiencing. Through her work in Cultural Health Training, she was able to keep her position as a professor. And, the man who was sexually harassing her was forced to leave. Melissa, then, started her own program doing work she was passionate about.
Astra quit their job after coming out as non-binary to their employer, a progressive non-profit organization. The non-profit reprimanded Astra for coming out and refused to recognize their identity. Then, Astra found Cultural Health Training. They were not only able to enforce their legal rights and receive compensation for the discrimination they experienced, but they also told us that for the first time, while experiencing street harassment, they were able to protect themself and feel empowered.
Jill had an internet stalker who contacted her around 180 times in one month and threatened to release intimate photos of her. After working with our office, the contact stopped and Jill was able to focus on her career and life goals.
Megan was the Director of a government agency, but she was being targeted by staff because she was a woman and a lesbian. Megan was making $120,000 per year in her position, but she was thinking about taking a $50,000 per year job to get away from the abuse at work. That would have been a $60,000 per year investment in solving this problem! After the work she did through Cultural Health Training, she was able to enforce a safe work environment, the discriminatory employees were investigated, and many of them left their jobs. In the meantime, she found a job making $140,000 per year and was able to move on knowing she made an impact and kept other employees safe.
Each of these situations was solvable. The key was that the people who took them seriously and invested in solving them saw results.
How about you?
Every employee deserves a healthy workplace culture and a thriving career.
That’s what Cultural Health Training creates.
What does it include?
They meet 1:1 with their personal coach to talk about their individual situation and how to apply the tools they’re learning in the training to their situation. These meetings are confidential, and we only share information from them with permission or to prevent harm.
TWO IMPACTFUL ONLINE COURSES
Immediately, when they start, they get access to the course Cultural Health Basics. This includes the safety, boundaries, and advocacy tools I have seen work to transform workplaces. They go through this course as quickly as they would like, within a 12-week training period. Once they complete the pillars of certification (all of the most crucial tools I have seen be necessary to be successful), they automatically roll into the next group: Career Building Masters. This second set of tools has helped me and others get promotions, build businesses, and create impactful careers.
ACCESS TO AN ONLINE COMMUNITY
Once they complete Cultural Health Basics Certification, they receive access to an online community of other people who have been through something similar. These are people from all walks of life who have overcome difficult situations and have been able to create careers that make a difference.
AN EXECUTIVE TEAM
Our entire team supports them by text, email, or phone–whatever works best. We stay in touch individually and our policy is to respond within 24 hours. With permission, we are able to communicate progress back to an employer. Are you feeling too busy to really put attention to this problem? We’re here for that!
These are other bonuses that clients have told us about:
Improved marriages. It's not what we're going for, but clients tell us all the time that they're able to communicate with their spouses more clearly because of the training.
More patience with kids. Not only do our stresses at work impact our own health but they can interfere with how we show up in our families. Resolving work problems can make a serious improvement in family relationships.
Clutter clear-out. More than one client has suddenly been able to let go of clutter and storage that has felt like a burden for years.
Increased productivity. Our experiences at work can become a drag we don’t even really notice on our productivity at home and in other areas. Once we learn how to be powerful at work, it often releases so much productivity -- even in other areas.
Legal Enforcement. Not everyone in a toxic work environment has a legal claim or wants to bring a legal claim. But for those who want to enforce their legal rights, there can be traps that they are not aware of. Because of our close contact, our clients are more likely to preserve a legal claim if one is available.
Processing Old Traumas. We are not therapists, and the Training is not therapy, but sometimes it is possible to get started processing old traumas by learning tools to resolve new traumas.
Feeling Better. Often our clients immediately report that they feel better, just because they know we’re on their side. This doesn’t mean that the process is easy, but feeling better is always possible
Let's talk about when it makes sense to invest in your employee's cultural health development and when it doesn't.
Most employers hear about less than 25% of the harassment and discrimination issues employees experience at work.
Research shows that one incident of rudeness from a supervisor makes an employee around 20% less accurate and productive.
In my work with employees, my experience is that most employers vastly underestimate employees’ level of distress and distraction after an incident they see as disrespectful or rude.
I often talk to HR directors and employers who say, “this employee is unhappy, but she would never leave her job.” Then, I talk to the employee and she tells me she’s actively looking for other work because she feels so unhappy or unsafe in her job.
When an employee quits because of a toxic work environment, it generally costs both the employee and the employer at least 20% of that employee’s salary.
On top of that, it can have a ripple effect across the workforce.
What does that mean for you?
Most employers care about their employees and hate to hear about problems
Most employees care about their jobs and don’t want to complain
The reality is that most employees were never taught how to handle people who are rude, disrespectful, or abusive
Many employers invest in expensive investigations (or in ignoring and avoiding problems) that only lead to a work environment employees see as threatening and unsupportive
There are other solutions...
Here's how the minimum costs break down if you wait to solve this problem until an employee feels forced to quit:
Sometimes firing an employee or allowing that employee to quit is the answer, but not always. That choice is often very, very expensive in the long run. The alternative is an investment that pays off in many ways. This is the math to look at when deciding whether to invest in Cultural Health Training. We always want our clients to get a 10x return on their investment, and we also want them to make the right choice for themselves.
One of our clients recently described it like this...
Women, especially, are terrible about investing in ourselves... for anything that is not cosmetic. ...
So, we can spend $10k on plastic surgery, and that's acceptable, but if we spend $10k on anything else, like trying to better our work situation, suddenly that's unreasonable.
But... we determine the kind of society we want to live in by what we normalize and think is okay, and also what we spend our money on. I want to live in a society that says "you're a person and you deserve a better workplace--we all do."
We only let a certain number of people into Cultural Health Training because we provide such specialized, high-touch services.
Is your employee one of those people?
Are they good at their job?
Are they showing signs of distress (complaints, making mistakes, taking extra days off)?
Are you concerned this could impact other people in the work environment?
Do you owe it to your work and clients to create a productive, effective, impactful workforce?