Managing Bullying in the workplace
The first thing that used to come to mind when I thought of bullying was physically intimidation, but bullying can take many different forms and can include covert behaviour as well.
Most of the workplaces I have been associated with are melting pots of different cultures and personalities and even in the most functional environments disagreements occur and people can take offense.
Interestingly, Australian Business Group recently suggested that 1 in 3 employees claim to be bullied at work and similar google searches on this topic suggests the same.
So, what is bullying exactly?
With the introduction of anti-bullying legislation in 2014, the Fair Work Act defines bullying as:
“a person or a group of people repeatedly behaves unreasonably towards a worker or group of workers at work and the behaviour creates a risk to health and safety”
Bullying can include physical or verbal abuse, aggression or intimidation, but it may also be more subtle or indirect. Some of the behaviours demonstrated by bullies can include:
- ♦ abusive, insulting or offensive language or comments
- ♦ unjustified criticism or complaints
- ♦ deliberately excluding someone from workplace activities
- ♦ withholding information that is vital for effective work performance
- ♦ setting unreasonable timelines or constantly changing deadlines
- ♦ setting tasks that are unreasonably below or beyond a person’s skill level
- ♦ denying access to information, supervision, consultation or resources to the detriment of another worker
- ♦ spreading misinformation or malicious rumours etc..
What should you do?
Most workplaces have policies and procedures in place to manage and prevent workplace bullying and through responsible management, issues are generally resolved at the workplace.
As an employee, when dealing with any forms of adversity, bullying or harassment:
- ♦ Set boundaries with people, let them know if their behaviour offends you – if you feel safe to do so.
- ♦ Reach out and ask for help. Report the concerns to your Manager or the person who is in control of your workplace as they have responsibilities to ensure the health and safety of their workers.
- ♦ Lodge a formal grievance/complaint with your employer in accordance with their Grievance policy or procedure if they have one.
- ♦ Alternatively, contact an external authority such as the Fair Work Ombudsman or the WorkCover Authority in your state.
If you own or operate a business and need help managing issues like this in your workplace, that’s what we do and we can help. Contact us on (07) 5530 1571 or visit our website www.humanresourceservices.com.au.
C. Koppman
Director & Principal
