How can an employer develop a culture that discourages bullying?
The key is to punish those who are causing problems. You need to make sure that management will reprimand bullying when it occurs so others know that it is not acceptable.
This sets the values that the company stands for. Employees are unlikely to begin bullying when they see their peers being punished for that behavior.
You should also look at the people you promote. Many times, the aggressive folks are the ones who can get the work done and they are the ones who are promoted. Other employees see that and believe that you need to bully in order to be promoted.
You also may want to develop formal policies against bullying in the workplace. There is a growing trend among many organizations, for example, Barclays Capital, Berkshire Hathaway, to adopt a ‘no jerks’ policy where employees are expected to treat others with dignity and respect. This then becomes part of the values and culture of the organization.
In a sense, you see a spiral of civility rather than incivility.
What should an employee do if he or she has been a victim of workplace bullying?
The worst thing to do is retaliate, especially if the bullying is being done by an immediate supervisor. The employee doesn’t have the same power and might face severe punishment. Instead, an employee should talk with a human resources professional to find out the company’s policies against workplace abuse and bullying, the definitions of bullying and if his or her experience matches that definition.
If it gets to be an extreme problem, an employee can seek legal counsel, but there are currently no laws against workplace bullying. However, if that bullying crosses over into harassment, there may be legal resources.
What are the benefits of preventing workplace bullying?
You create a climate and culture of trust and respect and have employees who are not psychologically damaged in terms of depression and low self-esteem. Employees will be more productive and focused on the job if you’re treating them with dignity and respect, and not bullying them.
Preventing bullying can also preserve the reputation of your company. There are many blogs on the Internet for employees to discuss bullying bosses and organizations, and the last thing you want as an employer is to get a reputation as a bullying organization, because then you won’t be able to attract the best and brightest employees.
James Burton is an assistant professor of management at Northern Illinois University. Reach him at (815) 753-6315 or [email protected].