Hi Oren, Addressing your questions about consequences and how you arrive there, in a former life I found McGregor's Hot Stove Rule to be useful in being fair and impartial. Everyone knows/has access to the rules & consequences, everybody knows what the consequences are. McGregor compared touching a hot stove and its consequences to breaking any workplace rule and the consequences. The summary of the key points are:
- You had a warning (rules/guidelines are posted) – you knew what would happen if you touched the stove - The penalty was consistent – everyone gets the same treatment - The penalty is impersonal – a person is burned not because of who he or she is, but because the stove was touched - The penalty is not delayed (within reason) link to a full article here <http://www.whatishumanresource.com/hot-stove-rule> Especially with harassment issues, being very transparent and consistent is important. And yes, it's important to include the consequences. As for the overall policy, and with no snark or sarcasm intended, something based on Robert Fulghum's *All I Really Need To Know I Learned In Kindergarten *might be a good foundation to start with that doesn't sound very intimidating: ALL I REALLY NEED TO KNOW about how to live and what to do and how to be I > learned in kindergarten. Wisdom was not at the top of the graduate-school > mountain, but there in the sandpile at Sunday School. These are the things > I learned: > > - Share everything. > > > - Play fair. > > > - Don’t hit people. > > > - Put things back where you found them. > > > - Clean up your own mess. > > > - Don’t take things that aren’t yours. > > > - Say you’re sorry when you hurt somebody. > > > - Wash your hands before you eat. > > > - Flush. > > > - Warm cookies and cold milk are good for you. > > > - Live a balanced life—learn some and think some and draw and paint > and sing and dance and play and work every day some. > > > - Take a nap every afternoon. > > > - When you go out into the world, watch out for traffic, hold hands, > and stick together. > > > - Wonder. Remember the little seed in the Styrofoam cup: The roots go > down and the plant goes up and nobody really knows how or why, but we are > all like that. > > > - Goldfish and hamsters and white mice and even the little seed in the > Styrofoam cup—they all die. So do we. > > > - And then remember the Dick-and-Jane books and the first word you > learned—the biggest word of all—LOOK. > > > Everything you need to know is in there somewhere. The Golden Rule and > love and basic sanitation. Ecology and politics and equality and sane > living. *Glen Ferguson* Phone: 301-732-5165 Email: [email protected] Website: http://coworkfrederick.com Address: 122 E Patrick St, Frederick, MD 21701 On Tue, Sep 8, 2015 at 1:56 PM, Randall Arnold <[email protected]> wrote: > It's good that you're addressing this before it gets ugly, Oren (and > congrats on the growth!). It's also good that you're benchmarking. Mature > orgs have already tackled these issues! > > I agree with you on naming being important-- how you set that tone will > largely determine constituent buy-in. You definitely don't want to name it > "Anti" anything, because you want to emphasize the behaviors you're looking > FOR. People tune out "Antis" right off the bat. > > Maybe "Expectations of Civility" or somesuch. "Mutual Respect" is > definitely a good starting point. > > > Randy > > On September 8, 2015 at 12:42 PM "[email protected]" < > [email protected]> wrote: > > Dallas Fort Work is going through some growing pains and we're being > forced to address issues of conduct, courtesy and mutual respect in an > organized fashion. > > When we had 15-20 members, it was easy to work things out through > conversation or as they came up. Now at 70 members and growing, behavioral > issues are commonplace enough that we feel we need a policy to outline > expectations of behavior. > > As a 24/7 space, we also have issues when staff is not present and for > that reason alone, we feel a policy is required. There are other reasons > too, such as the fact that staff isn't in every context even when they are > on the job or that as the community grows, expectations for > behavior/conduct will diverge from any standard unless that standard is > established. > > So with that in mind, what are the important things to consider with such > a policy? What behavior are worth calling out? Is it important to delineate > consequences? Process for arriving at consequences? > > Lastly, what do you call such a document and policy? We've been working > with Coworking Buffalo's Anti-Harassment Policy as a starting point since > it seems to cover the basics of what we're looking to address. > http://coworkbuffalo.com/policy/ > > Despite liking the body of the document, we're struggling with what to > call it. We want to be clear that we actively oppose harassment, but I > personally feel that terms like Anti-Harassment or Code of Conduct make me > feel like a subject, whereas something like a Mutual Respect policy makes > me feel like an equal. > > Any thoughts or experiences on this subject would be most appreciated. > > Thanks! > Oren > > > -- > Visit this forum on the web at http://discuss.coworking.com > --- > You received this message because you are subscribed to the Google Groups > "Coworking" group. > To unsubscribe from this group and stop receiving emails from it, send an > email to [email protected]. > For more options, visit https://groups.google.com/d/optout. > > > > > -- > Visit this forum on the web at http://discuss.coworking.com > --- > You received this message because you are subscribed to the Google Groups > "Coworking" group. > To unsubscribe from this group and stop receiving emails from it, send an > email to [email protected]. > For more options, visit https://groups.google.com/d/optout. > -- Visit this forum on the web at http://discuss.coworking.com --- You received this message because you are subscribed to the Google Groups "Coworking" group. To unsubscribe from this group and stop receiving emails from it, send an email to [email protected]. For more options, visit https://groups.google.com/d/optout.
