Suzanne Hoffman, Ph.D.

Recent Posts

Preventing Workplace Violence: Getting Started

By Suzanne Hoffman, Ph.D. on Oct 2, 2017 3:36:31 PM

The question of how to prepare an organization to prevent a potential act of workplace violence can be overwhelming for any HR or security professional and the knowing where to begin can certainly be daunting. As a starting point, we often recommend that our clients obtain a copy of the American National Standard, Workplace Violence Prevention and Intervention, co-published by the American Society of Industrial Security (ASIS) and the Society for Human Resource Management (SHRM).

The American National Standard emphasizes the role of prevention in creating and maintaining a safe workplace and specifically looks at the role of policy, procedures, resources and safety protocols as being integral to preventing and responding to a workplace violence event. In fact, the American National Standard is considered the “gold standard” in terms of defining both the problem and scope of workplace violence, as well as outlining practical steps that organizations can take to address threats of violence and violent acts in the workplace. This publication is available from ASIS 

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Managing “Annoying” Workplace Behaviors

By Suzanne Hoffman, Ph.D. on Oct 2, 2017 1:58:20 PM

Blog #1 of the series: Managing 4 Difficult Workplace Behaviors

What are “Annoying” employee behaviors?

Annoying behaviors in the workplace are just that – behaviors that may seem annoying, distracting and downright irritating, to the point of interfering with other employees’ ability to get their jobs done efficiently and in a productive atmosphere. Examples of Annoying behaviors can include things like difficulties with communication, excessive chatter about personal and non-work topics, attention seeking behaviors, and emotional and behavioral immaturity.

These types of behaviors can obviously create problems, and while it may seem that they often do not “cross the line” with regard to policy violations or evidence decreased performance, they do create difficulties which can impact workplace culture and productivity.

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Managing 4 Difficult Workplace Behaviors

By Suzanne Hoffman, Ph.D. on Sep 26, 2017 4:23:26 PM

Facing complaints of difficult workplace behaviors can be an uncomfortable, anxiety producing and daunting experience. Many HR professionals are charged with deciding if, when and how to intervene when workplace behaviors become problematic. Unfortunately, troubled, difficult, or disruptive behaviors don’t usually fade away on their own. In fact, left alone, they generally tend to get worse. We have even seen situations where aggressive and even dangerous behaviors are allowed to continue because the culture supports the behavior, or an organization’s leaders are unsure of the right course of action, or are afraid that any disciplinary action might actually escalate what appears to be a volatile situation.     

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