Learn about the culture of drama, the deterrent to prosperity that organizations ignore | Techsauce

Competing for goodness, criticizing, gossiping, speaking ill of each other, the working world is like that. They’re all everywhere…

Common phrases that cause drama become a culture of workplace drama because they are overlooked and not seriously corrected. Because they bought into these words to believe that drama = normal, not a problem that needs attention. But did you know that more than 53% of employees are ready to resign if they encounter problems in their organizations?

This Techsauce article will introduce you to the drama culture that seems to be a common thing in every company. But the truth has a more serious impact than you think.

What is drama culture?

Drama culture is a kind of toxic culture, but it specifically focuses on “dramas” or simply soap operas. This is usually not work related. But it develops from feeling bad about co-workers or people in the same organization. For example, jealousy in the workplace. Leads to slanderous gossip or spreading bad rumors to discredit an opponent.

Including sexual harassment, such as harassment with words of a sexual or impudent nature. This is another problem that makes employees uncomfortable and uncomfortable. This is also considered workplace drama.

Why is “organizational drama” an obstacle to progress?

Work requires physical and mental energy every day, imagine if employees had to sacrifice that energy to deal with their own drama and emotions. How much energy will they have left to work in the company?

Therefore, it is considered a culture of drama “Emotional exhaustion and work performance” The study found that

• 38% of employees deliberately reduce the quality of their work. Because I’ve exhausted my energy fighting drama problems.
• 66% of employees say their productivity has decreased.
• 78% of employees feel less committed to their work. He no longer cares about the good or bad effects it has on the job and the company
• 12% of employees left their jobs because they couldn’t stand the dramatic behavior of co-workers.

In addition, Wakeman’s research also indicates this On average, employees spend approximately 2 hours and 26 minutes per day dealing with their own drama and emotions. If a company has 100 employees, each of them earns $30 per hour. The potential loss to the company is more than $1.7 million annually, which represents about 29 percent of the total wages paid.

clearly “The drama that every company has.” It can directly affect employee performance. Deteriorating performance will certainly have a negative impact on the organization in the long run.

How can the organization solve this problem?

Its solution must begin by looking at “drama culture” as a problem first, and not ignoring it and trying to get used to it. The ways in which organizations can deal with these issues are divided into 5 ways.

1. Designate it as a company policy or rule.

The best and quickest way to stop office drama is to set clear rules and include them in your employee handbook. Because doing so will remind all employees to be aware of creating stories that make others uncomfortable and uncomfortable. It is considered a crime. Everyone in the company has a duty to create a good working atmosphere.

2. Clearly define each employee’s role.

Sometimes competition or jealousy arises from employees not understanding their roles, such as doing other people’s work. Although it may seem like offering a helping hand, to some people it is viewed as disrespectful. It is intrusive

The company clearly defines the role of each employee. What should each person do? And you don’t have to do anything. Who takes care of which part? Therefore, it is another way to reduce dissatisfaction among employees.

3. Stop rumors and gossip at meetings.

Rumors spread quickly and are difficult to stop. Therefore, discussing and clarifying clearly is very important. So, when rumors come out and spread throughout the organization, the best response and organization can do is make it part of the agenda. Use the opportunity for all employees to come together to explain these issues.

4. Sanctions are implemented.

Punishment is one of the symbols that show people in the organization that “creating drama is wrong. They must accept the consequences of their actions.” Punishments will vary in severity depending on the severity of the harm caused by the drama, such as a summons, probation, suspension, or even dismissal.

5. Establishing the necessary measures to supervise the resolution of disputes.

In addition to punishment, the company should have procedures to mediate disputes or conflicts between people in the organization as well, such as listening to each employee’s stories and problems to help find solutions. Or open a space for employees to speak openly. (But within the framework of respect and honor)

This method is another way to help employees have space to express their thoughts, feelings, and concerns about their coworkers. It may lead to a change in understanding and this is considered a long-term solution.

pointing to: Culture Modernization Report 2021.pdf (shrm.org), com. fireupculture, hardness, Work.chron