In order to achieve harmony and productivity in the workplace measures need to be put in place which address certain employee issues. Employees should not feel that they are being intimidated by others, nor should the prospect of coming into work cause distress to them; those in charge should be equipped to deal with cases of bullying. Workplace bullying can be prevented, and the information below should assist.
First of all, those in charge should try to assess whether any bullying is taking place. This is not always easily done or that obvious. Employees may possibly be reluctant to speak up, also any occurrences maybe very subtle or taking place out of view. The management will be required to pay close attention. If they feel they cannot do it alone, they can ask employees to keep their eyes and ears open, as well. Sooner or later it will be established if anything is going on, at which point the issues can be addressed. Some examples of workplace bullying include unfair treatment or workload, physical or verbal abuse, threats of being fired, and so on.
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. It is usual for companies to be run by management, in order for everyone to be clear on how to manage diversity there should be a policy in place to offer guidance in dealing with such issues. Should employees continue with their bullying, consequences should be handed out.
Being consistent is essential to ensure a harmonious and productive workplace. If there are no consequences to warnings which have been issued then the bullying will continue. 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. It may be difficult, but it may also be necessary to let go of the person responsible for the bullying if it persists.
It is essential to keep a record of any bullying and actions taken. These records will be needed if any further action needs to be taken against an employee.
It is not uncommon for bullying to occur in the workplace therefore, management has a responsibility to provide protection for employees whilst they are in the 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.
First of all, those in charge should try to assess whether any bullying is taking place. This is not always easily done or that obvious. Employees may possibly be reluctant to speak up, also any occurrences maybe very subtle or taking place out of view. The management will be required to pay close attention. If they feel they cannot do it alone, they can ask employees to keep their eyes and ears open, as well. Sooner or later it will be established if anything is going on, at which point the issues can be addressed. Some examples of workplace bullying include unfair treatment or workload, physical or verbal abuse, threats of being fired, and so on.
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. It is usual for companies to be run by management, in order for everyone to be clear on how to manage diversity there should be a policy in place to offer guidance in dealing with such issues. Should employees continue with their bullying, consequences should be handed out.
Being consistent is essential to ensure a harmonious and productive workplace. If there are no consequences to warnings which have been issued then the bullying will continue. 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. It may be difficult, but it may also be necessary to let go of the person responsible for the bullying if it persists.
It is essential to keep a record of any bullying and actions taken. These records will be needed if any further action needs to be taken against an employee.
It is not uncommon for bullying to occur in the workplace therefore, management has a responsibility to provide protection for employees whilst they are in the 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 an web based diversity forum and information resource which helps UK companies in implementing and managing effective diversity policies. To get information on establishing an appropriate equality and diversity policy for your organisation, visit the 360 diversity website at www.360diversity.com.
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