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Proactive Management of Company Culture Is the Cure for What Ails the Workplace

Recognize This! – “Facestabbing” in the workplace is a symptom, not the disease.


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.

Don’t forget on Monday next week I’ll be writing on my new blog – Recognize This! Content will be what you’ve come to expect here on the Globoforce blog, but with an expanded focus across the entire Talent Management spectrum. Current subscribers will move with me. If you want to subscribe to the corporate Globoforce Blog for new multi-author content on Globoforce news, events, customers and products, please subscribe here.

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Recognize This! – “Facestabbing” in the workplace is a symptom, not the disease.


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.

Don’t forget on Monday next week I’ll be writing on my new blog – Recognize This! Content will be what you’ve come to expect here on the Globoforce blog, but with an expanded focus across the entire Talent Management spectrum. Current subscribers will move with me. If you want to subscribe to the corporate Globoforce Blog for new multi-author content on Globoforce news, events, customers and products, please subscribe here.

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