Managerial harassment: how to effectively support companies to avoid harmful practices?

How does Qualisocial support companies, especially on the issue of managerial harassment?

Qualisocial provides companies with a comprehensive approach to the problem of psychological harassment:

1. First of all, we have a section of sensitization And of prevention. The aim of this educational approach is to inform and train teams, managers, IRPs (Staff Representative Bodies) and HR. This can involve multiple formats: digital campaigns, trainings, conferences, workshops, etc.
2. We also support businesses in the setting up a Harassment alert system. This system can be managed internally: we then train on the collection of alerts, their interpretation and participate in the definition of a possible action plan. The alert system can also be managed externally. In this case, Qualisocial receives the alerts, analyzes them and then transmits them to the company.
3. Qualisocial also offers services to help businesses Conducting harassment investigations with the greatest neutrality, with one psychological support for those in need, while respecting the presumption of innocence.
4. Finally, we have offers from mediation, of individual coaching, of training, etc., which make it possible to return to a healthy working situation, whether or not one is facing an actual case of harassment.

Helping to rethink managerial practices: the ambition of Qualisocial training and coaching

Our individual coaching last several weeks and generally consist of 5 to 8 1-to-1 sessions with the manager, to work on his practice, his managerial posture, on the real situations he encounters on a daily basis with his team.From experience, managers show goodwill, they realize that the situation is not trivial. We are often faced with people who have worked for more than 20 or 30 years sometimes, and who, for some, learned their managerial practices in the 1980s. The world of work has changed enormously since then, but they have not always jumped on the bandwagon. With practices that worked well yesterday, today they are no longer unanimously accepted, far from it. These managers need help, they must be supported to take the plunge, and manage to be in line with the new expectations behind the role of manager. This is where the intervention of external professionals makes sense. When the message of the need for radical changes is carried out, in all kindness, by psychologists, coaches, etc., the desire to be constructive and to question themselves develops more easily among managers. They are then aware of the opportunity they are given to get back in line with current managerial practices. It remains a very difficult work on yourself, even if you are willing. When you have practiced something on a daily basis for 20 or 30 years, breaking a habit and creating new ones is very hard... Qualisocial's ambition is to support managers in this process and, in some cases, to prepare them for a transition to a position of expertise, devoid of managerial functions. Discover Qualisocial's training and coaching offers, for managers: training in the prevention of psychosocial risks, executive coaching, Codevelopment training.

Managerial harassment: what are the added values of support from external professionals?

There are multiple advantages to going through professionals to manage a case of managerial harassment:

• The first is the guarantee of managing the situation in total. neutrality. This greatly facilitates dialogue, especially with IRPs.
• The second is theexpertise included in the survey methodology, if any. This is an undeniable asset, insofar as this type of investigation is often complicated to conduct, especially when dealing with sensitive cases.
• And finally, going through professionals brings a legal security. Calling on an external expert, such as Qualisocial, authorized IPRP (Interveners in Occupational Risk Prevention) by the DirecCTE (Regional Directorate for Companies, Competition, Consumer Affairs, Labor and Employment), provides proof of the company's approach to impartiality, which can be valuable in the event of possible future litigation.