According to a Workplace Bullying Institute report, 79.3 million U.S. workers have been affected by workplace bullying.
Many companies are guilty of sweeping complaints about bullying under the rug due to not believing the severity of the complaint or because the individual in question is a top performer or a leadership team member. As someone who was bullied by my boss, the VP of HR, and witnessed her bully others, we were often met with leadership turning a blind eye or hearing “that’s just the way she is.
Another way companies fail to protect targeted employees is by taking too long to investigate, respond, provide support or resources, or find a solution to a complaint. This can eventually lead to bigger issues such as potential legal concerns, increased turnover, and damaged morale. Furthermore, it makes the employee feel as if their concerns aren’t being prioritized or taken seriously.
Companies should not only educate every employee on their anti-bullying stance and policies, but they should train managers and employees on how to identify and address and respond to bullying behavior. When proper training is provided it empowers individuals to intervene and stand up for themselves.
Without a clear policy in place, targets of bullying may not understand constitutes acceptable and unacceptable behavior in the workplace. Additionally, a policy defines the consequences of bullying to create consistent disciplinary measures. The issue with inconsistency is it can discredit victims, or allow favoritism or bias to overshadow the investigation or complaint. Every incident should be thoroughly documented and referred back to in an effort to indicate potential patterns.
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