Workplace bullying is a serious issue that can be detrimental to your employees and your organisation.
Workplace bullying is defined by repeated, targeted harassment that is emotional, psychological, verbal, or physical in nature. Perpetrators can humiliate, exclude, manipulate, or interfere with and undermine a person’s work, creating a hostile and negative environment. This can have long-term psychological impacts, and create lasting trauma in people. Often times, people carry trauma long after they’ve left an environment.
Examples of Workplace Bullying
Verbal Abuse – An employee repeatedly insults, belittles, or humiliates their colleague.
Intimidation – An employee is verbally or physically intimidated by another person through threats and aggressive behaviour, creating an air of fear.
Rumors and Gossip – Colleagues spread false, baseless, and malicious rumours about an employee, damaging their reputation and professional relationships.
Exclusion – An employee excludes their colleague(s) from meetings, important communication, and social events, to isolate them.
How can I Address Workplace Bullying?
1. Launch Investigations – Take reported incidents seriously, and launch effective investigations into matters, as well as the parties involved. Get the facts through documented evidence and witness statements, and take appropriate disciplinary action to ensure the safety and wellbeing of the victim.
2. Encourage Communication – Create a safe workplace culture where employees feel comfortable speaking up. You should ensure there are accessible and anonymous (if necessary) channels where incidents can be easily reported, and dealt with swiftly.
3. Clear Policies and Training – Establish clear anti-bullying policies and provide training to all employees based on this. Help them recognise, report, and address hostile behaviour. If an incident arises, retraining can also be helpful in refreshing knowledge.
4. Victim Support – Provide continuous support, counseling, and relevant resources for employees that are victims of workplace bullying. This can be internal, and/or external when appropriate. Making the affected employee feel supported can assist in their healing process.
5. Hold Perpetrators Accountable – Take appropriate disciplinary action against people who have violated company policies. The perpetrator’s consequences should depend on the severity of the situation. This can range from warnings, to being dismissed, to getting external parties involved.
The Bottom Line
Although we all have our differences, bullying should never be tolerated in any situation. If such incidents occur in your workplace, they should be appropriately dealt with, and as soon as possible. Supporting employees who are victims of bullying can also show that you value their wellbeing, and will help them get back up on their feet!
How we can Help
We know that situations like these can be incredibly difficult to navigate for employers.
At People Associates, we’re able to work closely with you to understand your specific circumstances, and develop a tailored investigation plan. Our team provides timely and effective solutions for employers striving to address complex complaints. We’ll guide you through the entire process, ensuring a fair and impartial outcome that minimises disruption to your workplace.
Want a free consultation?
Flick us a message here – or contact Lisa Oakley at lisa@peopleassociates.nz or on 027 573 5483.
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