Workplace Compliance: The Burden of Overwhelming Accommodation and Its Unseen Implications
In the world of work, it's not uncommon to encounter individuals who bend over backward to please their colleagues, sometimes to a fault. This behavior, known as 'fawning', can be a result of past experiences of domestic trauma, as clinical psychologist Dr. Ingrid Clayton explains in her book, "Fawning: Why the Need to Please Makes Us Lose Ourselves - and How to Find the Way Back."
Fawners, who put the needs of others before their own, avoid conflict at all costs and allow small issues to grow massively. This people-pleasing strategy, developed to stay safe by appeasing others, can become an ingrained, harmful behavior. In extreme cases, it can lead to frustration among team members, as seen with Jack and Jill, who openly praise their supervisor's drive and work ethic, causing resentment among the team.
Their behavior around their abusive supervisor is creating a toxic environment, and the team is considering quitting the job due to this situation. However, it's important to note that fawning is often associated with anxiety and post-traumatic stress disorder (PTSD).
To understand and address this behavior, creating safe, supportive environments with well-informed policies and accessible assistance is crucial. Key strategies include implementing trauma-informed education and support programs, providing confidential resources and support channels, encouraging a workplace culture of belief and respect, training managers and HR to recognize signs of trauma-related behaviors, and facilitating access to legal and medical support where relevant.
These strategies aim to help employees regain autonomy and resilience while feeling understood and supported. Friends, family, and coworkers can also play a role in helping a fawner by offering care, awareness, and inviting reflection.
In the case of Jack and Jill, understanding their behavior and providing them with the necessary support could lead to a healthier, more productive work environment for everyone involved. After all, everyone deserves to feel safe, respected, and empowered at work.
[1] National Center on Domestic and Sexual Violence. (n.d.). Trauma-Informed Approach. https://ncdsv.org/initiatives/trauma-informed
[2] Substance Abuse and Mental Health Services Administration. (n.d.). Workplace Trauma. https://www.samhsa.gov/trauma-violence/workplace-trauma
[3] National Council for Behavioral Health. (n.d.). Trauma-Informed Care. https://www.thenationalcouncil.org/trauma-informed-care/
[4] National Domestic Violence Hotline. (n.d.). Legal Help. https://www.thehotline.org/resources/legal-help/
[5] Office on Violence Against Women. (n.d.). Trauma-Informed Approach. https://www.ovw.usdoj.gov/about-ovw/ovw-initiatives/trauma-informed-approach.html
- Recognizing that fawning can stem from past domestic trauma, it's essential to implement trauma-informed education and support programs in the workplace to foster a safe and supportive environment.
- To help fawners regain autonomy and resilience, it's crucial to provide confidential resources, train managers to recognize signs of trauma-related behaviors, and encourage a workplace culture that values belief, respect, and mental health.
- The National Center on Domestic and Sexual Violence, Substance Abuse and Mental Health Services Administration, National Council for Behavioral Health, National Domestic Violence Hotline, and Office on Violence Against Women offer valuable resources and guidance on trauma-informed approaches and legal help.
- By understanding and supporting fawners like Jack and Jill, workplaces can create healthier and more productive environments for all employees, ensuring everyone feels safe, respected, and empowered.
