Assertive Communication: Open Talk and Feedback

Encouraging Open and Safe Dialogue

Silence is the harasser's best ally. To prevent violence, the organization must promote a culture of real, not figurative, "open doors."

This involves creating safe spaces where employees can voice their concerns without fear of immediate retaliation.

Encouraging open dialogue means that dissent is not punished.

If an employee feels they can tell their boss "the way you spoke to me yesterday made me uncomfortable" and receive a constructive response rather than an attack, the time bomb of resentment is defused.

Fluid communication acts as an outlet for the daily stresses inherent in the job.

Constructive Feedback Techniques

Much of the harassment complaints arise from poorly executed feedback sessions. It is vital to train managers to give constructive feedback.

This involves focusing on observable facts and behaviors, not personality traits.

It is not the same to say "you are a disaster and no good" (personal attack/bullying) as it is to say "the report has miscalculations that we need to correct" (professional criticism).

Feedback must be specific, timely, private (never reprimand in public) and improvement-oriented.

When correction is done respectfully and with clear methodologies, the perception of attack is eliminated and trust is strengthened.

Recognition and Positive Reinforcement

A work environment where only mistakes are highlighted is a hostile environment by default.

The prevention of harassment also involves "positive psychology": recognizing a job well done.

Public and sincere recognition generates organizational endorphins and team cohesion.

When leaders balance demand with gratitude, overall hostility is reduced.

An employee who feels valued and seen for his or her accomplishments is less likely to engage in defensive or aggressive dynamics.

Positive reinforcement creat