Human Resources Q & A
By Kathline Holmes, CHRP, founder of Gailforce Resources
August 9, 2010
The question:
How do I manage workplace bullying in my organization?
[Editor's note: For signs of workplace bullying, check out last month's HR Q&A column]
The following is a preventative approach to derailing workplace bullying behaviour. It requires strong leadership buy-in (at the executive or board level) that is supportive of the program, and recognition of the high cost to the organization of a bully in the workplace.
A constructive approach is to initiate a plan for a project regarding workplace health and safety. Include in the proposal research and statistics on the cost of bullying in the workplace (cite the cost of disengagement; increased workplace accidents or incidents; increased absentee rates; decreased productivity; increased turnover; etc.) and demonstrate the importance of a workplace bullying policy, procedures, and training (cost savings).
This approach will build the groundwork for reducing workplace bullying behaviour at all levels in the future and give the structure and foundation for addressing a bully situation.
Workplace bullying policy and procedures should include the following:
- clear definitions/descriptions (observable) about what behaviour is unacceptable (linked to your organizational values &/or philosophy);
- procedures for addressing and managing bully behaviour which includes a process for when the behaviour is demonstrated by a subordinate, a co-worker, a contractor, a boss, etc.;
- a system for thoroughly investigating a bully situation (one that disables a bully from using it as a tool);
- a confidentiality clause for those that report (safety and anonymity are important for observers);
- consequences for bully behaviour (from supportive of behavioural change to disciplinary for ongoing bully behaviour); and,
- training on workplace bullying and the organizations policy and procedures– organization wide – including board, executive, management and staff.
Having a statement and guidelines to follow takes the guess work out of what is or isn’t bullying and gives straight forward guidelines to follow, making the management of workplace bullying less stressful and easier to handle.
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For more information about how your organization can develop a comprehensive prevention program and provide valuable learning for this topic to your staff contact Gailforce Resources at info@gailforceresources.com.
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