Allowing bullying in the workplace to flow unchecked could have chaotic effects on the stress and morale level of other people in their workplace, while creating a culture that allows it to grow and spread. workplace bullies most likely to target employees and colleagues, whom they perceive as threats. Their victims are frequently ethical, independent and competent colleagues.

Bullying can occur at any level within the organization and impact the company’s reputation.

Within an organization and with today’s remote, multicultural teams, it can be a challenging job to identify bullying scenarios. It is challenging to avoid bullying since it normally begins in small little ways and could increase over time. Educating all the employees to be aware of the possible scenarios that can occur allows employees to visualize and clarify the types of circumstances under which they can become a victim, or they have been a witness to such action

Bullying – A Variety of Forms

Bullies in managerial positions may abuse power, use threats, and even setting impractical goals for the chose victims. These are just a few of the forms of workplace intimidation. Teams or departments with a manager who bullies could build fear and apprehension that might result in increased sick calls and lost productivity.

Without visible solutions, good employees are silently encouraged to leave a corporation due to the undermining attitudes implemented by a bullying manager. Multiple lost headcounts with the expense of recruiting, hiring and training, and workplace bullying will cause a financial toll for the organization.

What is Workplace Bullying?

Victims have reported:

  • social isolation
  • social exclusion within the workplace
  • verbal and written insults
  • malicious rumor

Witnesses are often affected as well and are often recruited by the bully to assist them abuse and sabotage the victim. Supporting the perpetrator may seem a short-term solution in a workplace culture where bullying is the norm, and allowed to grow. After all, no one wants the bully to target them as well.

Workplace Bullying – What Can Be Done?

This downloadable eBook is focused on actionable steps you can take to tackle bullying that you experience (or witness) almost daily in your current job role or responsibility. Topics include:

  • Verbal Workplace Bullying
  • Bullying Costs to Your Organization
  • Impact on the Victim and the Witness
  • Handling Difficult Workplace Conversations
  • Documenting the Bullying Behavior

What You Can Do?

  • Begin with a calm point of view. And ideally report the incident when it occurs. If that is not possible, report it to someone within authority.
  • Begin an incident log (if that is not possible that you can relay you story to a person that could make the workplace change.
  • document each occurrence, with important details, dates, including any witnesses.
  • Keep both a written and electronic version in a safe, confidential location.

Why does Workplace Bullying Go Unreported?

 Some workplace bullying victims report concerns and express being apprehensive with coming reporting bullying because:

  • Fearing they will not be taken seriously
  • Fear not being believed when they report an occurrence.
  • Afraid of being labeled as a complainer
  • Fear of retribution.

Documentation counts

A consistent log of the events will help document the progression of the incidents. Storing a written record of the incidents will help you acquire the power over the scenario and make it clear that the case is ongoing.

This will combat any predisposed opinions – that “it is just a simple misunderstanding” or a “Personal Problem”.

Additionally, those responsible for handling the workplace issues will take the report seriously and ideally take the necessary actions to address bullying in your workplace. Within some organizations, workplace bullying has mandatory compliance training on a quarterly, or semiannual bases.

Bear in mind that it does not matter if you are the witness to the workplace bullying or a target – both are victims.

A Culture of Workplace Civility

In summary, creating a culture free from workplace bullying takes consistent, focused effort to protect the victim, educate managers responsible for the victim and/or the perpetrator. It requires written policy and procedures.

It requires adherence to the policy and documented consequences for policy violations.

Marry these areas with a well-articulate, maintained, and measured education process for all employees will go a long way to creating a work environment with appropriate workplace behavior to all.