In order to achieve harmony and productivity in the workplace measures need to be put in place which address certain employee issues. Staff should not feel intimidated by their colleagues, neither should the prospect of going to work be distressing for them; therefore, management should be aware of measures which can be taken to prevent bullying. Bullying in the workplace is preventable, this article provides information which should be of assistance.
The first thing that those in charge should do is access their environment and establish whether any bullying is in fact taking place. This is not always easy or obvious. Many employees will be too afraid to speak up, and the occurrences could be subtle or taking place in areas not usually seen. The management will be required to pay close attention. It might be that employees have to assist by keeping a close eye on things and letting them know if anything goes on. If something is going on sooner or later it will be picked up, and further action can be taken. Some examples of workplace bullying include unfair treatment or workload, physical or verbal abuse, threats of being fired, and so on.
Bullying should be discouraged at all times, so once it has been established as being a problem action can be taken to eradicate it. Issues of bullying should be addressed at regular meetings. It should be made expressly clear to employees that causing trouble and terrorising others will not be allowed under any circumstances. It is usual for companies to be run by management, in order for everyone to be clear on how to manage diversity there should be a policy in place to offer guidance in dealing with such issues. Should employees continue with their bullying, consequences should be handed out.
Being consistent is essential to ensure a harmonious and productive workplace. If there are no consequences to warnings which have been issued then the bullying will continue. A clear message should be issued that bullying will not be tolerated and that there will be consequences. It is important not to be afraid to take action and assert the fact that some people hold actual power. If somebody deserves to be let go because of what they have been doing, shying away from the idea should not be done.
It is a good idea to keep a record of any bullying occurrences. These records will be needed if any further action needs to be taken against an employee. Looking back over records will make it easier to highlight problems and come up with effective solutions.
Bullying in the workplace is not uncommon and those in positions of authority have a responsibility to employees to ensure protection and maintain a pleasant working environment. Often the best way of achieving consistency and making sure all employee issues are addressed fairly is to have a policy drawn up from which to follow.
The first thing that those in charge should do is access their environment and establish whether any bullying is in fact taking place. This is not always easy or obvious. Many employees will be too afraid to speak up, and the occurrences could be subtle or taking place in areas not usually seen. The management will be required to pay close attention. It might be that employees have to assist by keeping a close eye on things and letting them know if anything goes on. If something is going on sooner or later it will be picked up, and further action can be taken. Some examples of workplace bullying include unfair treatment or workload, physical or verbal abuse, threats of being fired, and so on.
Bullying should be discouraged at all times, so once it has been established as being a problem action can be taken to eradicate it. Issues of bullying should be addressed at regular meetings. It should be made expressly clear to employees that causing trouble and terrorising others will not be allowed under any circumstances. It is usual for companies to be run by management, in order for everyone to be clear on how to manage diversity there should be a policy in place to offer guidance in dealing with such issues. Should employees continue with their bullying, consequences should be handed out.
Being consistent is essential to ensure a harmonious and productive workplace. If there are no consequences to warnings which have been issued then the bullying will continue. A clear message should be issued that bullying will not be tolerated and that there will be consequences. It is important not to be afraid to take action and assert the fact that some people hold actual power. If somebody deserves to be let go because of what they have been doing, shying away from the idea should not be done.
It is a good idea to keep a record of any bullying occurrences. These records will be needed if any further action needs to be taken against an employee. Looking back over records will make it easier to highlight problems and come up with effective solutions.
Bullying in the workplace is not uncommon and those in positions of authority have a responsibility to employees to ensure protection and maintain a pleasant working environment. Often the best way of achieving consistency and making sure all employee issues are addressed fairly is to have a policy drawn up from which to follow.
About the Author:
Managing equality and diversity in the workplace is essential for an organisation to be successful in the long term. 360 diversity is an online diversity forum and information resource which aids UK organisations in implementing and maintaining successful equality and diversity policies.
{ 0 comments... read them below or add one }
Post a Comment