Summary:
Addressing disruptive behavior at work is not just a people issue; it is a business risk.
In this episode, host Dr. Renee Thompson explains why HR should not be brought in only after workplace issues escalate. She discusses how disruptive behavior, bullying, and incivility drive turnover, disengagement, medical errors, and financial losses, and why leaders must stop treating these issues as secondary. Dr. Thompson argues that HR is uniquely positioned to help leaders build a strong business case for change, identify patterns, and support accountability through better documentation and strategy. She also shares practical ways leaders can strengthen their partnership with HR, from tying behavior to performance to using workplace data and creating consistent consequences for harmful conduct.
Tune in to learn how intentionally partnering with HR can help leaders reduce organizational risk and build a healthier, more accountable work culture.
About Dr. Renee Thompson:
Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations worldwide to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams.
Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy.
What You’ll Learn In This Episode:
- Disruptive behavior and incivility create measurable business risk through turnover, disengagement, medical errors, and rising costs.
- HR is a critical partner in culture change and should be involved early, not only after issues escalate.
- Leaders and HR share responsibility for addressing behavior, documenting concerns, and reducing organizational risk.
- Behavioral expectations should carry the same weight as performance metrics in reviews and accountability conversations.
- Many workplace issues persist because leaders avoid direct conversations and rely on silence instead of timely, respectful feedback.
- Data such as turnover, complaint patterns, exit interviews, and early employee experiences can help organizations respond more proactively.
- Consistent consequences are essential if organizations want to truly address disruptive behavior and create a healthier culture.
Links & Resources:
- Connect with and follow Dr. Renee Thompson on LinkedIn.
- Learn more about the Healthy Workforce Institute on their LinkedIn and website.
- Learn more about the Framework here!
- Check out The 6 C’s: A Framework for Finding the Right Team Fit here!
- Learn the 33 Scripts to Address Disruptive Behavior here!
- Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here!
- Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here.
- Learn more about the Eradicating Bullying & Incivility eLearning Program here!
Have a question for Renee?
Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode!
Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases.
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