Unfortunately, bullying isn’t just seen in the school playground…
Bullying in the workplace, amongst grown adults, is a reality too. And if it’s not dealt with in the right way, it can lead to serious problems for everyone involved.
Here are some practical ways to identify if bullying is going unnoticed at your workplace, and how to deal with it:
Understand that bullying includes a range of different behaviours
Bullying comes in a variety of shapes and forms, and may be carried out at various levels. It could come from a manager, a supervisor, a co-worker or anyone else from around the organisation.
Although this is by no means a comprehensive list, some examples of bullying in the workplace might include:
- Insults, rudeness or intentional embarrassment
- Spreading rumours or stories about individuals
- Excluding and ignoring people, or any other form of victimisation
- Unwarranted personal or professional criticism
- Overworking
- Making staff members perform demeaning, degrading or pointless tasks
- Threatening behaviour
- Unwanted sexual advances and harassment
- Preventing promotion or other professional development
It’s important to remember that it can also be carried out in a variety of different ways which may not necessarily be limited to face-to-face communications.
If someone is being bullied via e-mail, telephone, text message or any other type of written or verbal communication, it’s no less serious.
Be aware of the effects
Bullying can have a number of negative consequences for the victims, not all of which may be immediately apparent.
Aside from the obvious loss of motivation at work, it can also lead to anxiousness, sleeplessness, loss of self-confidence and other self-esteem issues. Victims of regular bullying often find it difficult to maintain concentration, making it hard for them to cope with daily tasks and continue working effectively.
Deterioration in health, mental illness, stress and depression, are some more serious side effects. And, as all of these problems could lead to extended periods of absence, it might mean serious repercussions for your business.
Don’t fall for excuses
Whatever their position and the affected co-worker’s relationship with them, workplace bullies may attempt to justify their behaviour, and convince the victim that any wrongdoing or victimisation is simply a misunderstanding.
Sometimes their superiors, other members of staff and co-workers may also try and explain their actions.
Common excuses include:
- They’re under a lot of pressure to get results
- They’re ‘just passionate’
- They’re firm, but fair
- They’re ‘just not that sort of person’
Perhaps even worse than these excuses, a bully’s actions can sometimes be ignored because of their position within the business. If someone is seen as indispensable to an organisation, they may be allowed to act in any way they choose, with other members of staff fearful of repercussions if they are brave enough to speak up.
But, always remember that, despite what anyone says, excuses like these do not vindicate the actions of a bully.
Bullying is always inexcusable, regardless of the instigator.
Identify the difference between bullying and fair treatment
Being disciplined for poor work performance (as long as it’s done professionally) is unlikely to be classed as bullying.
Although it can be tough to distinguish between the two (especially if the person in question’s role is goal-orientated or target-driven) it’s absolutely vital that you and your employees can tell the difference to avoid any instances of false accusations.
Come up with a formal policy against bullying
To make sure you effectively implement (and enforce) a zero-tolerance bullying policy in your workplace, you need to formalise your approach.
Ensuring that strict guidelines are in place and informing your co-workers that there’ll be severe consequences for their actions will act as a deterrent, as well as raise general awareness of what bullying actually is. It’s also a good way to reinforce confidentiality for those who may be affected.
Additionally, holding regular anti-bullying meetings will make sure all members of the company are on the constant lookout for negative behaviour – even if the bullied party doesn’t always have the confidence to speak up themselves.
Provide ongoing support for your staff
If someone feels as if they are being bullied, you should always approach them directly, and informally, to investigate the situation further. After this, you can then decide whether the situations calls for a more formal investigation.
Possible steps include:
- Speaking to the person being bullied to find out more information
- Determining whether the situation is the result of an isolated incident, or a prolonged episode of bullying
- Talking to the accused party’s line manager
- Gathering more information from both parties colleagues
- Submitting a grievance or disciplinary against the bully if needed
- Getting formal guidance from your HR department
Although your specific role in solving the problem will depend on your position in the business, as an employer, you should always maintain a supportive approach – and be as objective as possible if one of your colleagues comes to you with a problem.
Remember: Nobody deserves to be a victim.
