Cross-border behavior in the workplace: how to promote a safe interaction culture?

In March 2024, Government Commissioner Mariëtte Hamer published  the final Guide to Culture Change in the Workplace. This provides practical guidelines for addressing cross-border behavior. In this first blog of the series on Cross-border Behavior in the Workplace, I discuss the first pillar: the importance of a safe interaction culture.

With the following three steps, you can promote a safe interaction culture as an organization:

To understand where the risks lie within the organization, it is important to conduct a risk analysis. This maps out which factors negatively influence the interaction culture.

Tips:

• Conduct anonymous surveys to measure how safe employees feel.
• Observe the workplace to identify risky situations.
• Conduct a culture study, both at the organizational and team levels.
• Engage an external expert in organizational culture and social safety. This increases the independence of the research and offers employees more anonymity.

Culture change begins with promoting desired behavior. Make it clear what the organization wants to achieve and why this is important. The common goal must be clear so that employees can identify with it.

The behavior of managers plays a key role in this. They set the example and have a significant influence on the culture.

Tips:

• Make managers aware of their role model function. Offer guidance, coaching, or training to help them fulfill this role well.
• Determine together what positive behavior entails. Think of training focused on positive communication and collaboration.
• Establish a code of conduct that guides what desired behavior is. Use this as a guideline in daily practice.
• Step 3: Conduct the Organization-Wide Conversation

An open culture of addressing issues is crucial. Employees must dare to address each other on cross-border behavior. This raises awareness and makes it possible to intervene in a timely manner.

The Guide to Culture Change in the Workplace describes five types of conversations that contribute to a safer interaction culture:

1. Feedback Conversations Organize regular conversations to let employees reflect on their behavior. This helps them understand what cross-border behavior is and shows that the organization takes it seriously.
2. Context Conversations Encourage employees to tell each other how certain behavior affects them. Explain that it is not about interpreting others' intentions but about sharing personal experiences.
3. Buddy Conversations These conversations are intended for employees who have become victims of cross-border behavior. Ensure they feel heard and prevent premature judgment.Tip: Provide an external confidential advisor for employees who prefer to talk to an independent person.
4. Team Conversations Discuss norms, values, and agreements within teams. This helps clarify and adhere to desired behavior.

Tips:

• Prepare for resistance; not everyone will agree immediately.
• Discuss concrete cases to make behavior and its impact visible.

5.        Dialogue Tables Organize meetings where people with different perspectives come together. This helps gain more insight into the interaction culture within the organization.

General Tips:

• Carefully choose a conversation leader. Let this person align with the outcomes of the risk analysis.
• Create a practical guide with tips and exercises for teams in the workplace.

Creating a safe interaction culture is a shared responsibility. By conducting a risk analysis, promoting positive behavior, and having conversations, you can prevent and address cross-border behavior as an organization.

In my next blog, I will delve further into the importance of a safe and positive organizational structure. How do you design processes and structures to contribute to a culture of safety, equality, and respect?

Are you curious whether and to what extent your organization is taking the right steps to create a safe reporting culture? Or do you want to investigate whether there is a safe reporting culture? Contact Renée Huijsmans-Zwijnenburg, Employment Law Attorney specializing in social safety.

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