How To Deal With Bullying In The Workplace

Bullying, by definition, is any behaviour that makes someone feel intimidated or offended. In HR, bullying is always referred to under the umbrella of bullying and harassment. This covers the overt and the covert. Major bullying claims will include an abuse or misuse of power that undermines, humiliates, or causes physical or emotional harm to someone. While the more covert forms of bullying and harassment will include a patronising tone or passive aggressive comments often hidden within discussion or ‘banter’. So that’s the next question: What is banter? Where is the line between friendly and intrusive? How far is too far? The workplace, first and foremost, is a place for work and while we’d all like to be best friends with our co-workers so that the office is fun, this isn’t always realistic. You may end up working with people who you wouldn’t choose to hang around with socially. We’ve all worked with difficult people at some point, it’s part of the job. From a wider perspective, we as a society are the least connected people in all of history. As a result, sometimes we unknowingly place a pressure on the workplace to fulfil our needs in ways that haven’t previously been necessary. We expect to work with people who we agree on EVERYTHING with. Politics, social issues, I’m A Celeb candidates, the Royals. Controversial topics spark debate, and instead of just agreeing to disagree, we cancel and feel unfulfilled. But these people are not people we’ve chosen to be around anyway, and the workplace was never supposed to socially fulfil us. It is a privilege to be fulfilled by your job, and a privilege to work with people you’re genuinely friends with. Nowhere is it stated in a job advert that the workplace will provide you with friends for life. Sometimes it does, and that’s great! But if it doesn’t, don’t worry. If we redefine our expectations for the workplace as simply a place for work, it is likely that most grievances would disappear. We just need to work together. What does this have to do with bullying you ask? Well. If we have reached a point where we are so desperate to be loved and feel connected to those around us that we place that pressure on a workplace, then this is where the ‘banter’ grey area occurs. Conflating workplace conversation with friendships is where jokes can be taken ‘too far’ in one person’s opinion, while being ‘just banter’ for another. Reminder: bullying is defined as ANY behaviour that makes someone feel intimidated or offended. If one person feels that a joke has gone too far, the other has no right to tell them it was just banter. We cannot tell each other how to feel, and should respect each other’s feelings even if it seems disproportionate. How far is too far? The answer is, of course, whatever anyone feels is too far. You never ever know someone’s history or previous experiences. They could be triggered by something you’re doing unknowingly, with no intention of harm. They are under no obligation to explain themselves to you – because you’re in a workplace. You’re not there to be confided in, you’re there to work. Bosses: encourage friendships in the workplace! Work friendships can reduce stress while boosting morale and productivity. But tread the line carefully and check in with employees. Ask how they’ve found the shift in workplace dynamic since the addition of new staff and keep an eye on the banter. Employees: know that you have the right to be respected within your working environment. What should workplaces do? Workplaces must have policies and procedures for bullying and harassment in place. Your employees should be clear on who they can speak to. This is especially important for small businesses. If there are very few people that a person can turn to, with no clarity on who they should turn to, they will likely turn to Indeed instead. Why would you stay in a workplace that feels unsafe? You just wouldn’t, and neither will your staff. Workplaces must ensure confidentiality throughout proper procedures with implemented policies to protect the dignity of the employees. Dignity in the workplace: Every employee has a right to expect to be able to work in an environment where we are shown respect and consideration and in which the dignity of each and every individual is valued and maintained. The Crown Prosecution Service says that The Dignity at Work Policy plays “an important part in preventing staff from experiencing bullying and harassment whilst at work and ensures all staff are clear about what is acceptable behaviour in the workplace”. When dignity is lost, it costs. When a workplace environment has a culture of distrust or bullying, the result is always a cost in either time or money… or both. Negative cultures result in low moral/motivation, high employee turnover, a damaged reputation, affected quality of service, and added stress for all involved. All of these things cost time and money. It is in your best interest to protect your employees dignity. We have training courses that educate employees and employers on this topic. We cover and define: the purpose & importance of managing employee complaints, dignity at Work, grievances, explore the role and responsibilities, examine the paperwork, examine possible outcomes & actions. What to do if you’re being bullied in the workplace: Unsurprisingly, our first suggestion is … (drumroll) … HR! Your local, friendly HR team should be your first port of call. They will be able to advise you on the appropriate next steps, depending on your specific circumstance. HOWEVER, devastatingly, not everyone has access to HR so what do you do? Confide in someone you trust. Don’t face it alone. It is highly likely that other people will be noticing or experiencing the same thing. Speaking out about it is always the right thing to do. Remember that a job is just a job. Find a different one if it gets to that point.

For more information on How To Deal With Bullying In The Workplace talk to Cornerstone Resources