How to tackle workplace bullying

When we walked out of those school gates for the final time, there were things we thought would stay in the past…bad first kisses, acne, coming out of the toilet with your skirt stuck in your knickers, and playground bullies. Unfortunately, some of these things followed us into adulthood and the workplace. While none are ideal, bullying is another story altogether.

Bullying in the workplace can cause immeasurable damage, and it can be severely harmful to the confidence and mental health of those on the receiving end. It creates unease in the team, depending on the level and amount of workplace bullying. It can create a toxic culture, cause high employee turnover and damage the company’s employer branding, making it difficult to recruit good talent.

Conversations around bullying are one of those dreaded ‘difficult conversations’. They are not nice conversations to have. Many of us dread them; sometimes, we put them off or try to avoid them altogether. However, as a manager or leader, you must ensure your team feels safe and supported in the workplace. Part of that responsibility is to reduce the risk of workplace bullying and nip it in the bud if and when it occurs.

Here are some guidelines to help you make sure your workplace promotes a safe and secure environment for all the team:

Make it clear that there is no place for bullying in your team and the actions you will take should it occur. Refer your team to the company’s anti-bullying policy.

Opinions may differ about what constitutes bullying behaviour. As well as ensuring that you and your team are aware of the company’s anti-bullying policy, involve your team in discussions about bullying so they are clear on what is and is not acceptable behaviour.

If someone complains about bullying, ensure you investigate the issues thoroughly in a caring, empathetic, and timely manner.

The circumstances will largely dictate the best way to address the matter and the people involved. Always consider all options and all factors before taking action. Often an informal approach at the start can help resolve issues, especially where they are related to poor communication or a lack of self or social awareness.

If you’re unsure or apprehensive about dealing with a matter, seek support from HR, your manager, or a Coach. If you struggle with difficult conversations or particular personality types and would like to discuss how Delphinium can support you in developing the skills and confidence to tackle bullying in the workplace, arrange a free discovery call today.