Set up a reasonable time frame for the issue to be taken care of to establish a positive incentive and a reasonable goal. Once the issue has been dealt with, put it behind you. If you dwell on it, then you become part of the problem. If anyone else has become involved, let them know it has been resolved so they can also move on. He said it may take from 12 to 18 months for the hallways to clear of nasty comments and feelings.
Top management has to lead by example.
There may be skepticism, but that can be healthy because it forces you to lead by actions. If top leadership is truly committed to empowering employees and helping them deal with emotional issues, then they're going to have to follow through on what they say. Cianncutti said he has more success getting managers to believe in establishing trust in the workplace and eliminating things such as backbiting when they realize it can affect their competitive advantage. I tell them that they can copy technology and they can copy products. But you can't copy a company culture that really gets people to contribute.