How To Handle Employee Bullying

Employers should take action as soon as they become aware of behaviours that may be workplace bullying. Workplace bullying may be raised with an employer.

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But you must do something.

How to handle employee bullying. Facilitate a meeting between the workplace bully and the victim. Offer to be present as a facilitator if that would help ease the conversation. Encourage the victim to meet with the bully one-on-one.

Ideally the two employees will be able to work the conflict out between themselves. It is important to note that employers are responsible for preventing bullying and any form of harassment in the workplace and are therefore liable for any bullying suffered by an employees. If you can join some things happening outside of work that would make you feel good about yourself Zundel says.

Besides your job isnt to teach the bully a lesson It never works. If you tolerate the bullys behavior you are training the bully to continue the reprehensible actions. You can deal with a bully and change the bullys behavior if you are willing to practice personal courage.

However thoroughly investigate the situation before taking disciplinary action. By creating a clear Code of Conduct for employees to adhere to from the. Join a softball team or do yoga or any of those things that make you happy.

Suggestions for handling the situation include. In these companies if an employee is being bullied he or she needs to document the bullying and present the problem to the proper person in the company usually. You should let your staff know where you stand on employee abuse.

Managers and leaders should be well equipped to not only identify such behaviour but also handle any possible complaints. But it can help to try to balance the damaging influences with positive ones. If you notice bullying is affecting the health of one of your employees suggest that they see a physician.

If you know whos bullying you bring along a trusted witness such as a co-worker or supervisor and ask them to stop if you feel comfortable doing so. Educating workers and managers on what bullying looks like. MARKS is an attorney with the employment law practice group at Gammage Burnham PLC.

You can also suggest a worker seeks out support groups therapy and if needed. Take action immediately when workplace bullying is reported. Encourage the employee to report the bullying as well.

Invite your coworker to have lunch or coffee and just listen. Because treatment by workplace bullies can be devastating to employees and companies many companies around the world have instituted zero-tolerance policies toward workplace bullying. In most cases remarking on a bullys poor behavior is going to tell that person that they are controlling you thus reinforcing the bad behavior and making the interactions longer and more intense.

Showing victims how to stand up for themselves. Be calm direct. If another employee is bullied offer to be a friend.

Pair this with an open door policy and hold frequent orientation meetings regarding workplace bullying making sure employees at all levels are on the look out for this behavior. The bully will not go away. Bullying can take a huge toll on you in the office and outside of it.

Confront the bully. If you make yourself an easy target you will only encourage the bully. A good way to get the ball rolling is by creating a formal corporate non-tolerance policy on abuse.

Marks practice focuses on employment litigation human resource issues and corporate matters. Immediate action prevents the situation from becoming worse. Its the responsibility of Human Resources or an acting manager assuming the HR role to follow up on the issue and fully understand how the individual is being attacked and victimized.

If an employee lodges a complaint or its brought to your attention that an employee may be suffering abusive behavior by another employee immediate action should be taken. Urging those who witness bullying to come forward. He regularly represents and advises employers in matters involving the Equal Employment Opportunity Commission the Arizona Civil Rights Division the National Labor Relations.

If your direct intervention is necessary meet with the bully privately.

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