4 Habits to Break if You Want to Stop Workplace Bullying
We published some advice a while back explaining how to identify workplace bullies and some good ways of dealing with them. But doing this is just fighting the flames – how do you tackle the root cause and stop workplace bullying before it even surfaces?
According to Forbes, there are 4 bad habits that you might have as a manager, which could actually encourage bullies and ignite the spread of employees treating colleagues unfairly.
Here are 4 of the worst habits you need to break right now if you want to stop workplace bullying.
1. You Let Inappropriate Behaviour Occur in Meetings
During meetings, you need to set good etiquette standards and keep a lid on inappropriate behaviour. For example, if you let people interrupt other people without good reason, or if you allow people to prevent others from speaking, then you’re essentially setting a standard that it is OK for people to place their own thoughts and feelings above others.
2. You Act as a Messenger Between People Who Dislike Each Other
If two people have a problem with each other, they might not feel like communicating. The worst thing you can do as a manager is act as the go-between – this prevents the two parties from settling their differences, and cements the divide they are placing between themselves.
3. You Fail to Act When the Opportunity is There
Have you ever spotted something happening between two people, but let it slide in the hopes that it will blow over on its own? This is a damaging approach and could lead to the behaviour getting worse. If you deal with issues directly, as and when you see them occur, you are modelling great leadership for your team and showing them that your company is a safe, respectful and collaborative place to work.
4. You Lend a Sympathetic Ear
You might think that listening to a victim of bullying and giving them a “shoulder to cry on” is helpful, but most of the time, it isn’t – especially if you are not in a position to help make it right. If somebody has a genuine problem with a workplace bully, then you should not be lulling them into a false sense of security by patting them on the back and telling them that you understand how they feel. You should either fix the problem yourself, or encourage them to take their grievances directly to somebody who can – such as HR.
What other bad habits have you seen in managers which seem to spread the problem of bullying in the workplace? What advice can you share with us about how to tackle this?
Stay ahead with HR
Get free HR insights, expert tips and exclusive interviews, and start making more impact at work
HR Software Optimised for Beaches or Sofas
What would you do with the unrestricted freedom to work from anywhere? Would you stay in the office, work from your sofa or kick back and work from the comfort of sandy paradise? This 1min video is all about HR software optimised for beaches and sofas. Enjoy!
Will Your HR Software Survive the Mobile Revolution
Why HR Super Heroes Need ‘Responsive Design’
Embark on your most ambitious HR journey to date
This short video takes you through the different ways people helps you work smarter, challenge your abilities and get yourself noticed – all using one simple, stunning cloud-based platform.
What is the Bradford Factor?
Ever wondered how the Bradford Factor formula calculates your employees' absence scores? Check out this graphic to have the Bradford Factor calculation explained to you clearly.
So… Who Exactly ARE You?!
If you like the sound of People, but you’re not familiar with the name… then it’s only natural that you’ll have questions.
6 Reasons People’s HR System Delivers Something Different
So many HR systems claim to be different. But when you actually look at what they offer, it’s easy to see that they’re all selling the same old thing...
See People HR in action
View our short video demo
Get started absolutely free
No credit card required