STOP!  workplace bullying 

STOP!  workplace bullying 

STOP!  workplace bullying 

We might have thought bullying was one of those things we endure  as kids, but it is no coincidence that during a recession and season of budgets cuts, bullying has taken a serious foothold in schools and in the workplace.  Stressful situations breed workplace bullying as it triggers insecurity and the need to have absolute control in these stressful environments.  Ironically, the last thing a stressful situation needs is a bully who brings more stress to the environment.

Workplace bullying brings emotional and psychological attacks to staff who then spend time fending off the threat, instead of time focusing on being productive.  Why then don’t organizations crack down on workplace bullying if it is so destructive?
1. Workplace bullies are often the boss, welding control, even threatening targets with demotion or job loss if they don’t comply with unreasonable demands.

2. Organizations often protect their management- the workplace bully-, even when management is wrong, therefore targets subordinates quietly suffer and plan an escape instead of addressing the problem.

3. Staff often makes excuses and won’t address the workplace bully: there is not enough time, or not enough energy to address the toxic personality.

Patricia Berkly LLC offers some organizational solutions to help everyone maintain a healthy work environment and stop workplace bullying.  The time spent to put protective measures in place will help to maintain quality and productive employees.

1.   Establish a culture of zero tolerance with strong anti- workplace bullying policies.  Be clear about what behavior is acceptable and the steps the organization will take to protect itself from a workplace bully.

2.   Follow that policy.  Too often organizations craft wonderful policies, yet fail to follow them, or apply them inconsistently.  This allows workplace bullying to flourish.

3.   Offer regular and consistent training to address workplace bullying.  With natural attrition, any staff needs training.  Such training will also empower staff as a whole to address workplace bullying as the grassroots level.

4.   Establish information interviews with staff as a standard operating procedure to stamp out workplace bullying.  In addition to other aspects of the operation which need attention, this standard procedure could also uncover incivility in your workplace.

Protecting your organization from workplace bullying is everyone’s responsibility.