by Donna Hamlin

Created on: August 17, 2011   Last Updated: August 18, 2011

People step in the door of work with a diverse set of experiences

and lifestyles. Because of this, each person develops different tolerances for
such behaviors as profanity. The challenge for a company is to create a work
environment that meets the needs for diverse employees to ensure they have a
positive, hostile-free place to do their jobs. Thus, it is the responsibility of the management team to define and uphold a work culture employees know is

constructive for all.

Establish a Policy

Management should draft a clear policy statement to say the organization maintains a respectful, hostile-free work environment. The policy should be explicit, using examples as no tolerance for profanity, harassment, etc.

Publish the Policy

The policy should be posted on the website for all to read. It should also be included in any literature given to prospective employees, vendors, suppliers, visitors and customers. New employees typically sign a document to verify they have read the company’s code of conduct, which includes such a policy. Contractors can sign a document to affirm they will uphold the company’s policies as an addendum to their agreement.

Train Managers and Employees

Hold sessions for managers to train them on their responsibility to uphold the policy and to share what they should do in instances where the policy is violated. Employees should attend sessions which outline their accountability to honor the policy and to instruct them on how to handle violations.

Create a Cuss Bucket or Flag Game

Using profanity is often just a bad habit people develop outside of work. On occasion, a slip happens. While reprimands are in order, this can be handled in a friendly way. Some groups have a cuss bucket on the table at meetings. If a person slips, he or she must pay $5 into the bucket. The money collected goes toward a company party or positive organizational event.

Some organizations use red cards as flags at meetings. If someone uses profanity, they throw the red card on the table and “call the meeting.” The violator must apologize to the team before the meeting can resume.

Try the Opposite

If someone uses profanity, interrupt the person and say a counter-comment. If you hear “God d—m it,” say “You mean God bless it.” If you hear “Sh-t” say “You mean Nuts.” Repetitive correction slowly stops people from using offensive language. The less it occurs, the easier it is to change a culture to one filled with professional, respectful, discussions.

People enjoy being part of a positive, respectful group. When teams create and uphold the right practices and habits, everyone wins.

Learn more about this author, Donna Hamlin.
Click here to send this author comments or questions.