- Foster an atmosphere of honest and openness communication. Keep in mind that bullies perform their greatest work in the dark; they use unseen agendas, strategies, and ask for help to capture their target. By developing an atmosphere of honesty and openness in your corporation, you leave small places for bullies to be unseen during their grubby dealings.
- Make sure transparency is in every department. In combination with developing an atmosphere of openness, you should make sure transparency is in all departments. Workers that fear being screamed at have been notorious to cook the books. In this regard, you need to ensure what's going on in every department, so bullies can't get an opportunity of flourishing unnoticed.
- You should encourage optimistic team meetings. This is very important especially when administrative meetings are assumed and supervisors or leaders have to account back to their reports. An unenthusiastic meeting is liable to have an unenthusiastic impact on the subsequent meeting as it dribbles down via the organization. If any negative things are discussed during the meeting, then make sure that something optimistic is discussed, to leave it on a high note.
- You must believe your workers if they report a bullying matter to you. You should appreciate them for their bravery in coming forward. Bullies are likely to threaten their traps into thinking that nobody will listen to them. That is how they obtain their power. Give surety to your employee that you trust them as well as are listening to their worries and you will do something regarding it.
- You should try to develop a policy to stop workplace bullying. Try to create a modified, internal and loophole free strategy to stop workplace bullying. This could be a standalone policy or one that expands active workplace policies. There're several resources available to assist you in developing a policy.
- Put a procedure in place to deal with bullies. It's not sufficient to have only a plan in place; it should be enforceable also. It doesn't do any good if bullies are not held responsible for their deeds. The process must comprise procedures for responses, complaints and remedies; it also should be applied all through the corporation without exemption for it to be effective and credible. For the policy to be productive, all employees, administrators and supervisors must be trained as well as educated.
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