As social beings, we have a tendency to judge people by their behaviour. People who fail to comply with the social rules or unwritten customs and conventions generally adhered to in the workplace, such as greeting someone by shaking hands and making eye contact may be judged negatively. This can make it difficult for them to integrate into the workforce and often leads to exclusion or social isolation. Team work and customer liaison can also be compromised.
People with a cognitive impairment such as acquired brain injuries, autism spectrum disorder or intellectual disability; or a psychiatric condition such as social anxiety disorder or anti-social personality disorder are more likely to ‘break the rules’ regarding social interactions. They may find it difficult to interact appropriately with co-workers or customers at work, with particular examples including not understanding:
- the concept of personal space such as, how close is appropriate to stand next to others at work
- when and how to show emotions with potential to become frustrated and aggressive easily
- how to interpret and respond to nonverbal communication such as facial expressions and body language
- what is appropriate physical contact with other employees within the workplace
- the type or amount of personal information which should be disclosed to the general public or co-workers
- how to present or introduce yourself to others in a professional manner.
Many people may not be aware of their inappropriate behaviour at work and the impact it has on relationships and interactions with others. Awareness can be increased and positive behavioural changes made, with the provision of relevant strategies and support. However, it is important to recognise and respect that people have the right not to change their behaviour, even when they are made aware of the difficulties it causes in the workplace.
Solutions
There are a number of strategies and support services available to assist in promoting appropriate social interaction within the workplace.
On-the-job Strategies
- role play or demonstrate desired or more appropriate behaviours such as presenting or introducing yourself professionally, then allow the worker the opportunity to practice for themselves, and provide appropriate feedback
- have the worker work alongside a buddy who demonstrates appropriate behaviours as a way of developing an understanding of behaviours appropriate to the work role
- praise behaviours which are more consistent with social customs or conventions which can be as easy as a simple 'well done' or showing gratitude for a change in behaviour
- offer rewards for positive behaviour changes in order to maintain motivation levels
- foster a healthy lifestyle for workers such as being conscious of stress levels in the workplace, encouraging physical fitness and if lunches are provided, make healthy foods available. This can aid in controlling emotions such as anger and frustration at work (Brain Injury Association of Queensland 2007).
Support Services
A trained psychologist or counsellor may be able to assist workers with the development of social skills, as well as challenge unsociable behaviours. Relevant support is available via the following links:
Lastly, specialist employment agencies who provide coaching and support on-the-job for those with a disability may also be able to assist with positive behaviour changes at work. Refer to the following link for a list of suitable agencies providing this service:
References:
Brain Injury Association of Queensland Inc. 2007, Parent’s Guide - Challenging Behaviours – Fact Sheet, Brain Injury Association of Queensland Inc., Brisbane, viewed 15 May 2009, <http://braininjury.org.au/portal/children/parents-guide---challenging-behaviour---fact-sheet.html>.
Brain Injury Association of Queensland Inc. 2007, Social Skills Deficits – Fact Sheet, Brain Injury Association of Queensland Inc., Brisbane, viewed 15 May 2009, http://braininjury.org.au/portal/psychological/social-skills-deficits---fact-sheet.html.