Stamp it out

A BBC breakfast editor and a news presenter working on the same show have both been separately accused of bullying. Accusations against the editor include that he shouted and swore at colleagues and on occasions became physical, and the presenter is accused of engaging in a bullying pattern of behaviour against a junior member of staff, which included falsely accusing her of stealing. The BBC has hired an HR consultant to help them investigate the working culture on the show in question, in the hope of discovering what has gone on and then addressing any issues. Problems with bullying are of course not limited to the BBC and many businesses find themselves faced with accusations of or blatant incidents of bullying behaviour that then need to be addressed.

In an ideal world, bullying would never occur and while unfortunately it is not possible to guarantee this, there are steps a business can take to limit the risk. Workplace culture is key in preventing undesirable behaviour as it sets the tone for what will and will not be accepted. Help create the culture the business wants by providing appropriate training, such as bullying and  harassment training, to all staff and by ensuring the business has robust policies which set out clearly what its behavioural expectations are and what the consequences of failing to meet those expectations may be.

It is imperative that senior staff members lead by example as this helps set the tone for the whole workforce. Not everyone is a natural when it comes to managing staff and while this doesn’t necessarily make them a bully, they may need help in developing an effective and desirable management style. For new managers, provide training on how to manage people and perhaps buddy them up with an existing manager who will be able to help guide them.

Of course, it is not just managers who contribute to workplace culture, and unwanted behaviours at any level should be quashed as soon as possible. If a senior staff member witnesses something that they think may be bullying, they should take steps to find out what is going on and, if necessary, take further action. In addition to senior members of staff picking up on acts of bullying, the workforce as a whole should be encouraged to report bullying to either a designated person, their manager or, if they do not feel comfortable doing so, to another trusted member of staff. It may also be helpful to have an anonymous reporting system, although this can cause difficulties should further information be required.

Where there are incidences of bullying, these should be dealt with swiftly and, where appropriate, disciplinary action may need to be taken. Keep in mind that an individual who has been the victim of bullying, particularly over a prolonged period, may need ongoing support. Ask the victim what would be helpful to them and, where possible, provide that help.

While nobody likes to think that their business is a hotbed of bullying (and most aren’t!), even the nicest of workplaces can experience incidents of unpleasantness. Setting clear expectations as to what is considered bullying, acting swiftly when acts of bullying are reported or discovered and taking proportionate action in response to such reports/discoveries can make sure that any bullying is stamped out before it has time to take hold.