Almost all Americans have either suffered or witnessed some form of verbal abuse, humiliation, isolation, intimidation, work sabotage, or other unfavorable treatment. It may have been at school, in a public environment, or even in the workplace. While no laws specifically address bullying in the workplace (unless it evolves into harassment or encompasses retaliation), every business leader should consider the many ways it can impact people, business, and success, and what can be done to promote a work environment where bullying is not tolerated.
Almost daily, bullying and toxic work environments are discussed in the media. No business, person, or entity is immune. From Fortune 500 companies and Federal government agencies…university sports to Olympic teams…elementary schools and highly regarded universities…revered Hollywood stars and more have been linked to bullying and toxic work environments.
While there may not be legal consequences, many get judged in the court of public opinion. Between social media, mainstream media, and influencer platforms, a well-liked brand can suddenly be tarnished due to charges of bullying and toxicity. This can impact everything from business results, profitability, and productivity to health care costs, absenteeism, recruitment, and retention.
Add to that newer generations of workers are not afraid to voice their discontent and stand up to perceived or real mistreatment. If an employer doesn’t provide a channel for employees to have their concerns addressed, they can find support online.
Employers are in a tough spot. It’s impossible to control human nature – everyone is not going to like everyone else. However, businesses do have recourse that does not involve turning a blind-eye or assuming the role of playground monitor. Instead, leaders can foster a collaborative, engaged and productive work environment, where bullying and toxicity are not tolerated. For example…
Make it part of your culture. Add a positive work environment to your company’s values. Include a people-related objective as part of your organization’s success measures and talk about it every chance you get. Make sure it’s a consideration in performance reviews, leadership development, and succession planning. Perhaps most important, walk the talk.
Adopt an anti-bullying policy that defines prohibited conduct, gives employees an avenue for reporting violations without fear of retaliation, employs follow-up investigations, and defines potential consequences.
Provide training. Bullying can come from managers, supervisors, and colleagues. Consider complimenting annual harassment training certification with civility training to remind employees about acceptable behaviors during one-on-one, team, customer, and other on-the-job interactions.
Embed checks and balances into existing processes. Adding a 360-degree component to performance reviews may help you uncover bullying or toxic behaviors hidden from view. Embedding certain questions into exit interviews or workplace surveys can do the same.
Recognize and reward people and behaviors that engage and motivate, whether through a reward program or communications that feature employees and leaders who get it right.
Taking action to create a workplace that does not tolerate bullying is good for business, but there’s another reason to take it seriously: efforts are gaining traction to make offenses punishable by law. Thirty-two states currently have Healthy Workplace Bills and a few states are close to enacting related legislation. No doubt, others will follow.
If your business needs help creating a culture that does not tolerate bullying, you have questions about whether a situation qualifies as bullying; or you need other HR support, contact us today.
Visions Human Resources Services, LLC is not a law firm. Should you need legal advice, contact your legal counsel.
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