Workplace Bullying
Professional Development
About Workplace Bullying
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Bullying at work can have severe consequences for both the employee and
company culture. Here are some ways business leaders and managers can
address bullying at work.
• Workplace Bullying Institute defines bullying "repeated, harmful mistreatment of
one person by one or more perpetrators." It's abusive conduct that is threatening
or humiliating or intimidating or work interference – sabotage - that prevents work
from getting done or verbal abuse." Other examples include being falsely
accused of making errors, being subject to the silent treatment of coworkers,
being the object of gossip or attacks toward your reputation, having your
professional performance diminished or diminished in front your peers, and
having someone steal credit.
What is it?
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Workplace bullying can also include sabotage of work, reputation, or
physical intimidation. This type of behavior, which is often called workplace
bullying, can lead to employees' work performance being degraded or
compromised to the point that they are not producing their best work.
Legally, an employee who is being bullied at work because of their race or
sex, disability, age, religion, or any other class membership, will not be
protected by workplace bullying laws. Bullying at work is a common
problem for employees. They must show proof that the bully physically or
mentally harmed them, with intent to cause pain. Bullying is often not
reported and treated.
The Effects of Bullying
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Bullying and its Effects
There are many ways conflict can occur in the workplace. It is
important to have open lines of communication with your colleagues
and clear processes for resolving them. When does bullying become
a conflict? Bullying can happen when an employee feels harassed,
intimidated, or if they are unable to do their job properly.
One of the greatest challenges in dealing with workplace bullying is
its stigma. Victims might be reluctant to speak up, while employers
may not know how to handle a bullying situation.
Company Policies
Companies should have procedures for reporting
incidents. Employees should feel encouraged to speak to their
supervisor, HR representative or any other member of
management.
Teach Staff
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Your staff should be taught how to deal effectively with bullying at work by
creating a written policy that prohibits harassment. If you are facing bullying
allegations, it is important to take the matter seriously.
However, workplace bullying can have an adverse effect on employees'
wellbeing as well as the organisation. Organisations can lose top employees
if they are subject to harassment and discrimination. If victims of bullying
decide to sue an organization, they can lose their productivity and face
financial penalties. A company's bottom line can be negatively affected by
employee attrition and lost productivity due to bullying. A company's
reputation and brand can be damaged among its employees and the talent
market. Companies can't afford not to fire or ignore workplace bullying.
Training
Recognize the current definitions of workplace bullying and
harassment in the legislation, policies, and procedures. Recognize
signs and examples of harassment and bullying in the workplace.
Identify your role, responsibilities, and those of others in the workplace
that are affected by bullying, harassment, and toxic workers. Consider
the possible responses to workplace harassment and bullying.
Recognize the opportunities for workplace harassment and bullying to
be eliminated, increasing safety and psychological health within the
company.
Other Resources
Company handbook
• Other policy documents
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Required Paperwork
Point out and explain any forms needing immediate action.
• Give deadlines for completing new employee paperwork.
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Summary
Discuss the topics covered.
• Reiterate your welcome.
• Remind the participants to submit paperwork.
• Wrap up the orientation session.
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