The Office: Fun, But Not Always Funny

Like a lot of people, I’ve been part of exemplary company cultures, as well as some pretty bad ones. Sometimes, it was a matter of overbearing egos or a domineering boss who thrived on power and fear. One loved conflict and told me she enjoyed seeing colleagues collide into each other like bumper cars. And my very first boss out of college topped them all – once, she went on a witch hunt because a girl from our sister department ate a piece of birthday cake in our office. Interviews were conducted to get to the truth!

With these scenarios and more tucked in my memory bank, I’m always delighted to hear about great work cultures. During my interview with 3BG Supply’s Founder Shane Araujo and CEO Matt Seitz for this issue’s cover story, they described a healthy, fun, and collaborative culture where abundant training for every new hire props employees up for success. “We pour into them,” said Araujo. “We want them to grow and get better.”

Although they could all easily work 100% remotely, the team at 3BG works together in an open-concept office because management recognizes the value of that togetherness vibe that no amount of video calls can replace.

IT’S NOT ALWAYS RAINBOWS AND BUTTERFLIES

Something that came across my desk recently reminded me that in-office work environments can have a dark side, given the tense U.S. political atmosphere we live in – I decided it’s worth sharing because distributors may have to deal with unpleasant situations and behaviors in the workplace, if they haven’t already. I think it’s best to be prepared.

An employment law firm, Fisher Phillips, provided some analysis and employer guidance in a recent article dealing with political debates in the workplace. Here’s the scenario:

“Two employees get into a heated political argument in the breakroom. Other workers complain that it’s creating a hostile or toxic environment.” The experts said, “While the NLRA protects employees who engage in conversations about workplace conditions . . . The law does not give employees free rein to disrupt the workplace. Employers may lawfully restrict political speech that creates a toxic atmosphere, distracts from productivity, or can be appropriately characterized into harassment or bullying.”

Their advice: “(1) Set clear boundaries in your code of conduct. Your policies should emphasize respect and civility in all workplace interactions . . . Make it clear that hostile or demeaning speech won’t be tolerated. (2) Train managers to intervene early and neutrally. (3) Focus on conduct, not content. If you take action, make sure it’s about the behavior – disruption, intimidation, name-calling – not the opinion expressed. (4) Be consistent. If you address one type of political conflict but ignore another, you create risk of a discrimination or retaliation claim.”

Hope things remain calm and friendly at your workplace(s). And thanks for reading!