How to Navigate Workplace Bullying
Employees spend a significant portion of their lives in their workplace, be it based in an office, or working remotely. Therefore, fostering a positive and respectful environment is essential.
Unfortunately, we are seeing an increase in bullying complaints across NZ, causing distress, productivity loss, and even long-term psychological harm to employees. Recognising and addressing workplace bullying is so important for maintaining a healthy organisational culture that meets your business objectives.
Here are five key considerations to keep in mind:
1. Understanding the Forms of Bullying:
Workplace bullying can manifest in various forms, ranging from overt aggression to subtle manipulation. It can include verbal abuse, intimidation, exclusion, spreading rumours, sabotage of work, or even cyberbullying through emails or social media. Recognising these diverse indicators is essential for identifying and addressing bullying behaviours effectively.
2. Recognising the Impact:
The consequences of workplace bullying extend far beyond the immediate conflict. Victims often experience heightened stress, anxiety, and depression, which may lead to decreased job satisfaction, reduced performance and impacts to their personal life. These effects can also carry on after an employee leaves an organisation. Moreover, bystanders may also suffer from witnessing or indirectly experiencing the repercussions of bullying which can in turn affect their performance. Understanding the impact of bullying on individuals and the broader workplace culture is important to find a fast and realistic solution.
3. Establishing Clear Policies and Procedures:
Proactive measures are essential for preventing and addressing workplace bullying. As an organisation you should have clear policies that define what constitutes bullying behaviour and outline procedures for reporting incidents confidentially. Employees should feel empowered to speak up without fear of retaliation, and have faith that their concerns will be taken seriously by management. Regular training sessions can also educate employees on recognising, preventing, and responding to bullying effectively.
4. Cultivating a Supportive Culture:
Creating a workplace culture built on respect, empathy, and open communication is key to mitigating bullying behaviours. Leaders play a crucial role in setting the tone by modelling positive behaviours and fostering an inclusive environment where differences are celebrated. Encouraging teamwork, providing avenues for feedback, and promoting a sense of belonging can help deter bullying and promote healthier interactions among colleagues.
5. Taking Swift and Fair Action:
When incidents of bullying occur or a complaint is laid, it’s important to be prompt in your actions in line with your company policy. Organisations must conduct thorough investigations, respecting the confidentiality of all parties involved, and take appropriate disciplinary measures when necessary. However, it's essential to approach such situations with empathy and fairness, considering the perspectives of both the victim and the alleged perpetrator. Providing support to affected individuals and implementing corrective measures can help rebuild trust and prevent future occurrences.
Addressing workplace bullying requires a comprehensive approach involving the key considerations above. By prioritising the well-being of all employees, organisations can promote a healthier and more productive work environment where everyone feels valued and respected.
Remember, tackling workplace bullying is not just a moral essential but also a strategic investment in the long-term success of the organisation. You may also expose your organisation to consequences from an Employment Law perspective if you fail to take appropriate action.
If you have concerns in your workplace or need support in establishing polices and process then please contact us.
