“I know there’s bullying in my work place amongst staff. How do I handle it? What should I do?”
by Rob and Diana on 27/05/10 at 8:55 am
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There was a time when “bullying” was understood to happen amongst children or at school, but it seems that bullies retain their old ways into their work lives.
How do you recognise it?
Bullies are often very calculating and devious in how they behave. They make sure that they show their best side to those they see as significant, and pounce on their victims when least expected. They pick on those with less power or influence.
This behaviour amongst co-workers can take many forms including verbal abuse, humiliating behaviour, demeaning personal comments, constant criticism, choosing to marginalise certain people, spreading gossip. In short, reflecting a lack of respect for the personal dignity of another person. Other more aggressive forms include physical abuse or sexual harassment.
In the case of those in leadership roles, examples include the adding or taking away of areas of responsibility without explanation or good reasons; setting unattainable tasks or unrealistic deadlines; cancelling or refusing leave or training; there may be threats of demotion or transfer, recommendations to resign, allocating extreme workloads to only one individual or creating a hostile work environment to the extent that no reasonable person would want to work for that manager. (These actions are not to be confused with strict management which is typically conducted in a fair, reasonable and consistent manner).
How to handle it
- Re-visit the company disciplinary codes and company policies to ensure that harassment, violence and examples of unacceptable behaviour are covered.
- Educate staff on what bullying is, that it is a serious matter, will not be tolerated, and explain who they can report to for help.
- Monitor any absence and investigate the reasons for it
- Watch for behavioural changes in staff – a lack of confidence, tiredness, loss of motivation etc.
- If necessary, send staff on assertiveness courses and training in conflict management
- Managers need to be vigilant. If a manager witnesses any form of bullying or victimisation, or receives a complaint from a staff member, it needs to be treated seriously, addressed confidentially and quickly.
- In the presence of others (preferably another manager or shop steward), tell the person that their behaviour is unacceptable and firmly instruct them to stop it. Note the date, time and details of the event, who witnessed the incident and what the outcome and required behaviour is – you may need this information later, should the bullying be repeated.
- Similarly, any victim of bullying has the right to demand that the person stop any behaviour they find offensive or demeaning. A victim should only respond when s/he has others to witness the conversation.
- Victims should minimise, if not prevent, opportunities for the bully to be alone with them.
- On a practical front, bullies stop maltreating people when they are exposed. When their popularity is at stake because their actions are no longer condoned or appreciated by the audience or people they respect, the abusive behaviour soon dwindles.
- Where bullies disregard requests from victims; (or instructions from managers) to stop their unacceptable actions, then it’s time for more formal action. Staff should take the matter to their superior or Human Resources department. If necessary, they should use the Grievance procedures in place.
- Managers should take the disciplinary steps relevant to the situation.
Bullying costs. It leads to down-time, absenteeism, lowered morale and saps management time. Stamp it out.
[For more information please contact rob[at]hradvice.co.za or diana[at]hradvice.co.za]
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Tags: HR, HR Question, staff
