Workplace bullying comes in many forms, according to forbes.com. It is not always overt and can include but is not limited to misgendering someone; humiliation; blocking a promotion or advancement; harassment; intimidation; and spreading harmful rumors.
According to a Workplace Bullying Institute report, 79.3 million U.S. workers have been affected by workplace bullying. The report also revealed 65% of workplace bullies are bosses. Targets of bullying have a 67% chance of losing their jobs from being pushed out or believing they have no other choice but to resign.
Following are three harmful things companies do that empower workplace bullies.
- Prioritizing company outcomes over problems. Bullying prevents a company from achieving its full potential because of decreased engagement, productivity and performance; increased turnover; and an eroded reputation. Unfortunately, if the bully is a high-performing employee, companies are more likely to overlook their behaviors in favor of their results. And many companies do not act on bullying complaints because they do not believe the complaint’s severity or the individual being reported is a top performer or leadership team member.
- Failing to take complaints seriously. This sends a message to the targeted employee that the bully is protected and shows the bully his or her behavior is acceptable. It makes the targeted employee feel devalued and helpless. Companies also can take too long to investigate, respond, provide support or find a solution to a complaint, which can lead to bigger issues.
- Not taking appropriate corrective action. Companies embolden bullies by giving them a light verbal warning and not taking any corrective action. They also empower bullies when they are not consistent regarding how to address and implement sanctions; this often is because of a poorly written policy, no policy or a lack of training regarding how to respond to bullying. Companies should educate every employee about their anti-bullying stance and policies and train managers and employees regarding how to identify and respond to bullying behavior. Proper training empowers individuals to intervene and stand up for themselves. A policy defines consistent consequences for bullying, and every incident should be thoroughly documented and referenced to indicate potential patterns.
