How to Deal With Bullying at Work as a Business Owner

Where Do I Start If I Think One of My Employees Is Being Bullied?

Unfortunately for some, bullying doesn’t end in the school playground because bullying at work, amongst grown adults, is a reality.

And it’s a reality which, if not dealt with immediately and in the right way, can lead to serious difficulties for everyone involved.

In the modern era, bullying may not necessarily be limited to face-to-face and can just as easily occur via e-mail, telephone, social media, text message or any other type of written or verbal communication, and it’s no less serious.

So, if you feel that one of your employees is the victim of bullying at work, now is the time to act.

So What Is Bullying In The Workplace?

There are many definitions of bullying and harassment. Bullying may be characterised as offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient.

Some examples of bullying in the workplace might include intentional embarrassment, spreading rumours or stories about individuals, excluding and ignoring staff, unwarranted personal or professional criticism, overworking, threatening behaviour, unwanted sexual advances, harassment and preventing promotion or other professional development.

Why Should I Act Against Bullying or Harassment?

Bullying and harassment are not only unacceptable on moral grounds but may create an unhappy and unproductive workplace where you may start to see poor morale and poor employee relations. It can quickly lead to loss of respect for managers or supervisors, poor performance and reduced productivity which if left unchallenged may increase staff absence & resignations.

In extreme cases, if not tackled, bullying can lead to tribunals, court cases and payment of unlimited compensation.

Dealing With The Individuals

In some cases it may be possible to rectify matters informally. Sometimes people are not aware that their behaviour is unwelcome and an informal discussion can lead to greater understanding and an agreement that the behaviour will cease.

It may be that the individual will choose to do this themselves, or they may need support from a manager, an employee representative, or a counsellor.

Where an informal resolution is not possible, you may decide that the matter is a disciplinary issue which needs to be dealt with formally in line with your business’ disciplinary procedure. As with any disciplinary problem, it is important to follow a fair procedure. In the case of a complaint of bullying or harassment there must be fairness to both the complainant and the person accused.

What Can I Do To Prevent Bullying In My Business?

Consider framing a workplace policy. It need not be over elaborate but could include a clear statement this it is unlawful & unacceptable behaviour, the steps you will take as an employer to prevent it, responsibilities for senior staff, investigation procedures and how it’ll be implemented, reviewed & monitored.

Ensure senior staff set a good example as role models for your business, adhering to the policy. Look to set clear standards of behaviour expected for all staff which will make it easier for all individuals to be fully aware of their responsibilities to others.

If you have anymore questions about bullying at work and require please get in contact with us today.