Tanya Hallett - Building Trust to Stop Workplace Bullies

In part two of their conversation on workplace bullying, Tam Callaghan and Tanya Hallett from TIPT get into the harder question: once you know there's a problem, what do you actually do?  They pick up where part one left off, starting with the 'money in the bank' concept and why goodwill built before a crisis is the thing that makes everything else possible. From there they move into what happens when a harmful employee has been left unmanaged for years, how fawning and placating responses develop in teams that have never seen anyone held accountable, and what a genuine team reset looks like when a new manager comes in.  Tanya walks through a detailed case study, a respectful behaviours charter in practice, how to document incidents properly, and how to use company values and policy as the foundation for enforcing standards. There's also a rich conversation about generational change, what younger workers expect from their managers, and why seeing potential in people is one of the most powerful performance tools available.  Practical, experienced, and exactly what organisations need more of.  Part 1: What is Workplace Bullying - https://www.podbean.com/eas/pb-xccpv-1b0fd3c Part 3: Narcissistic Bullies - https://www.podbean.com/eas/pb-arzzg-1af7f01  In this episode:  - The 'money in the bank' concept and where it comes from <!--THE END--> - What happens when staff are treated like children <!--THE END--> - The long-term cost of leaving a harmful employee unmanaged <!--THE END--> - Psychological safety, boundaries, and what accountability actually looks like <!--THE END--> - Fawning as a trauma response in workplace settings <!--THE END--> - Case study: Bill and new manager Bob <!--THE END--> - How to run a team intervention using a respectful behaviours charter <!--THE END--> - Documenting incidents: warnings, evidence, and what matters legally <!--THE END--> - Using company values and policy to enforce standards <!--THE END--> - Resetting norms when a new manager arrives <!--THE END--> - Lego Serious Play and third-space conversation tools <!--THE END--> - Generational change and what younger workers need from leadership <!--THE END--> - Why expecting the best from people transforms performance Do Yourself a Favour is available on YouTube: https://linktr.ee/doyourselfafavour\_podcast  Join the conversation! Do Yourself a Favour is on Facebook LinkedIn: https://www.linkedin.com/in/tamaracallaghan/  Do Yourself a Favour is recorded at Tailwind Studio: https://www.linkedin.com/company/tailwind-studio  Formerly known as the 50/50 Podcast.  ———————  Chapters  0:00 Intro — 'Money in the Bank' classroom management concept  0:37 Applying 'money in the bank' in workplaces  1:14 Staff treated like children — effects on behaviour  1:34 Unmanaged harmful employee — long-term impact  2:32 Psychological safety: boundaries and accountability  3:37 Fairness and pillars of psychological safety  5:57 Bullying dynamics: placating and fawning  7:29 Fawning as a trauma/survival response  9:09 Case study: Bill and new manager Bob  11:17 Team intervention: respectful behaviours charter  14:02 Documenting incidents: warnings & evidence  15:33 Using company values and policy to enforce standards  19:08 Restart norms: new manager reset  22:04 Third-space conversation tools (Lego Serious Play)  23:56 Addressing unseen behaviours and communication  29:02 Generational change: self-care, responsibility & consequences  32:06 Look after people: productivity and retention  34:09 Expect the best: transform performance by seeing potential  ———————  #TanyaHallett #TIPT #TamCallaghan #DoYourselfAFavour #WorkplaceBullying #PsychologicalSafety #TraumaInformed #WorkplaceWellbeing #Fawning #Leadership #HRPodcast #Accountability #WorkplaceCulture #LegoSeriousPlay #PodcastAustralia