To achieve a healthy and productive workplace there needs to be some kind of order to them. Employees should not feel that they are being intimidated by others, nor should the prospect of coming into work cause distress to them; thus, those in charge should know how to prevent bullying in the workplace. Workplace bullying can be prevented, and the information below should assist.
1. The first thing that those in charge should do is access their environment and establish whether any bullying is in fact taking place. It is not always obvious. Many employees will be too afraid to speak up, and the occurrences could be subtle or taking place in areas not usually seen. The people in charge should make sure that they are paying close attention. If they feel they cannot do it alone, they can ask employees to keep their eyes and ears open, as well. If something is going on sooner or later it will be picked up, and further action can be taken. Some examples of workplace bullying include unfair treatment or workload, physical or verbal abuse, threats of being fired, and so on.
2. Once it has been established that bullying is a problem in the business, it should be actively discouraged. This can be established by holding monthly or weekly meetings and talking about any problems that may have come up. It should be made expressly clear to employees that causing trouble and terrorising others will not be allowed under any circumstances. There are many different people involved in keeping a company running, and managing diversity can sometimes lead to the occasional problem. Should employees continue with their bullying, consequences should be handed out.
3. Consistency is the key to keeping the workplace a happy and productive one. If those in charge simply state that they will not tolerate bullying, but do nothing when they see it or it is reported to them, nothing will be accomplished. The more troublesome members of the office will get away with what they are doing, and bullying will continue to persist. It is important not to be afraid to take action and assert the fact that some people hold actual power. If somebody deserves to be let go because of what they have been doing, shying away from the idea should not be done.
4. It is a good idea to keep a record of any bullying occurrences. This can make it easy for people to pinpoint exactly when something happened and why strong action should be taken. Looking back over records will make it easier to highlight problems and come up with effective solutions.
Bullying in the workplace is not uncommon and those in positions of authority have a responsibility to employees to ensure protection and maintain a pleasant working environment. Often the best way of achieving consistency and making sure all employee issues are addressed fairly is to have a policy drawn up from which to follow.
About the Author
360 diversity is a resource that aids UK organizations in successfully managing diversity in the workplace. For further information and to watch their free demonstration pay a visit to http://www.360diversity.com.