Personnel(ly) Speaking
Personnel Management
Systems, Inc.
Managing the Workplace Bully
Much has been written about bullies on the playground and in schools. Unfortunately, this same behavior is often found in the workplace. Bullies do not seem to change their behavior; they simply grow up and direct it toward co-workers. What is the effect of this behavior on the work environment and how can it be addressed?
Confronting aggressive employees is difficult and can be intimidating, even for experienced managers. Often, this means we find ways to avoid the confrontation or rationalize the behavior, such as:
“The behavior isn’t that bad – it isn’t illegal.”
“His employees just need to toughen up; they’re too sensitive.”
“She yells at everyone - not just Sally - so she’s not breaking any laws.”
So what is bullying at work? Bullying or aggressive behavior does not always mean physical violence - it can be subtle or overt behavior that always makes another person, “the victim,” feel they are under attack. The bully might yell in response to minor errors. The bully might steal co-workers’ ideas or sabotage presentations by withholding vital information. The bully might threaten to fire someone in front of his peers.
When managers tolerate, ignore, or improperly react to these types of negative behavior, the entire workplace is affected. Imagine co-workers’ reactions when the difficult employee is “promoted” out of a department rather than being dealt with, or when managers say “yes” to appease the bully because telling them “no” becomes too painful. Although some managers may ignore the behavior entirely, co-workers will not, and some will quit. Those who stay will either begin behaving that way too or will accept the bullying and be miserable in their positions. Inevitably this leads to increased illness, loss of productivity, and a fearful workforce. Worst of all, this negative behavior has now become part of your company culture.
Aggressive employees often are not confronted because their behavior does not violate a particular law or workplace policy. But just because it isn’t illegal, it doesn’t mean it is right or good for your company environment. (Interestingly enough, a few states have considered legislation addressing this type of bad behavior.) It is up to managers to ensure that their environment does not put up with bullying. If left unchecked, workplace bullying can cost an employer in lost productivity, lawsuits, and turnover.
Here are a few simple steps every employer can take to prevent workplace bullying:
Do not tolerate unprofessional behavior. Recognize aggressive types of behavior at work and communicate to employees that this behavior will not be accepted. Behavior such as harassment, unjust exercise of power, false statements, abusive language, withholding of key information, and any other form of behavior that is intended to harm an individual at work falls under the description of workplace aggression. Train managers and supervisors to recognize and address this type of behavior and to resolve conflicts.
Review your recruitment process. Always check references to gather information about how well a prospective employee got along with others and their behavior toward their peers and subordinates.
Establish relationships with organizations that can assist you with addressing workplace aggression. Employee Assistance Plans can provide counseling to individuals who experience or perform workplace aggression. Oftentimes workplace bullying is a symptom of underlying issues in the individual’s life. The bully may not know how to deal with life crises and take their frustrations out on other employees. At the same time, the co-worker who is the victim of bullying may need guidance on handling the bully’s behavior.
Foster a positive work environment. Encourage open communication between supervisors and employees. Establish a grievance procedure and communicate with all employees so they have an outlet to report bullying or aggressive behavior at work. Make it difficult for someone to bully others by making that behavior unacceptable.
Manage the bully. If you have an employee who is behaving badly, do not allow the behavior to continue. Your company can demand professional, non-aggressive behavior from every employee. If confronted with an employee who bullies others, list the unacceptable behavior and have a discipline discussion with him or her.
While it is always comforting to point to a particular law that prohibits certain behavior, what is simply legal should not be the basis for behavior in your company. Bullying results in lost productivity, uneasiness in the workplace, and loss of health. If you need assistance writing a policy or managing an employee relations issue related to bad workplace behavior, call Personnel Management Systems, Inc.
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issues of importance. It is intended to
provide general information and must not be construed as legal advice. Reproductions are allowed as long as credit
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