This is one of the trickiest workplace culture issues to get right.
Our webinars and workshops on banter are often called Banter- Making or Breaking barriers … because banter can do both
When it isn’t harming anyone, workplace humour can bring teams together, help build their sense of identity and act as a helpful counterbalance to challenging and pressurised environments. But when banter crosses the line into something that makes others feel uncomfortable or excluded in some way, then it creates barriers rather than bringing them down and can leave people feeling marginalised, laughed at and undermined.
Managing banter is not about trying to eliminate humour from the workplace – no one wants a sterile culture or one where people walk on eggshells. What we need to do is help everyone understand where the lines might be and equip all managers in particular to help maintain those boundaries.
There are three key points to help with getting the balance right:
- Understanding the difference between intent and impact
One of the key areas to raise awareness in is the difference between intent and impact. So often instances of banter that make the headlines or tribunals contain the defence “But I was only joking…it was just a bit of banter”
This is never a justification. The important thing is how it lands with someone else – whether it is someone the humour is directed at or people who are witness to it.
- Understanding the part power dynamics can play
Banter becomes especially problematic when power dynamics are involved.
When a manager or leader jokes with a more junior team member, the team member may feel pressure to laugh along even if they are uncomfortable.
When people depend on their managers for performance assessments , progression, support and development, the relationship is never equal. What might feel like a lighthearted jokey comment to a manager may have a deeply unsettling effect on their team member.
Managers need to be sensitive to how their role shapes working relationships and think consciously about how a comment might land with someone else.
- Creating an environment where people feel able to speak up
If people feel able to flag in a low-key way when something first makes them feel uncomfortable, many situations will be nipped in the bud and will not escalate into something more tricky to deal with. Equipping people to use phases such as “I know you didn’t mean to, but that made me feel a bit uncomfortable” will help enable a preventative approach.
Similarly if managers are able to step in at an early stage, people will take their cue from them. For example if there has been an ongoing joke directed at the same person over and over again , it may only need a light touch comment such as “lets find a new joke today” to stop the teasing in its tracks.
A healthy workplace culture should be warm and friendly, teams should be able to have a laugh with each other – as long as it isn’t at anyone’s expense. Humour that takes someone’s dignity away, grinds people down or constantly makes them the butt of the joke is what will kill a culture.
You may also be interested in our other blogs
Good and Bad Banter – where is the line?
If you would like to know more about how we can help you get the balance right between managing banter and preserving a positive culture, please contact us for a confidential discussion; phone us on 01903 732 782, email us at info@focalpointtraining.com or contact us.
And take a look at how we have helped other organisations manage inappropriate behaviour at work.