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Changing How We Relate to Each Other in the Face of Business

How to Eliminate Bullies In An Organization

Bullies are often skilled at hiding their actions behind a veil of overt friendliness, helpfulness, cooperation and denial. Companies must establish processes and procedures to uncover their actions.

Since bullies are driven by their own sensitivities and insecurities, they are not likely to change. The patterns they exhibit make sense to them; it’s what they are familiar with, so trying cure a bully is usually a waste of time. However it doesn’t mean their behaviors can’t be eradicated. This must start from the top of the organization, because the upper echelon sets the tone for whether these behaviors will be accepted. It is the leadership in an organization that reflects the values, attitudes, and actions others will. Leaders who ignore, or otherwise allow destructive behavioral patterns end up eroding the health of their organizations. This opens the door for other injustices, eventually driving away some of the best talent in the organization. After all, why should anyone stay in a company that allows demeaning behavior.

What to do

• Define and establish policy for what is and isn’t acceptable. It should be clear in the policy that the organization supports the right of its employees to work in an environment free of bullying and harassment. This helps targeted individuals with a constructive way to deal with bullying tactics.
• Periodically conduct confidential and neutral-third party surveys to help uncover bullying and unethical behavior within the corporation. Unless this is confidential, respondents may not feel free to express their true feelings.
• Establish reporting, investigation and mediation processes, guaranteeing those who avail themselves of these processes that there will be no retaliation against them. Because bullying is often duplicitous and slippery to detect, it can be risky for others to complain. This is especially true when bullying has become part of an organizational culture. Rather than fight the "mob," many talented people move on to a healthier workplace. Therefore, a clear statement and enforcement of an anti-retaliation policy is essential.
• Make sure employees realize the responsibility of healthy work environment belongs to all who work there. It is up to each employee to be involved in their surroundings and to conduct themselves in a professional, civil, and businesslike manner. It is up to management to set guidelines and enforcement that supports the zero-tolerance of unacceptable behavior
• Train employees to effectively deal with those who push their buttons and the ability to tell when coworkers are telling the truth
• If someone feels they are being targeted, keep a journal, a log of all offenses. If anyone else is present, ask them what they think just happened. Get their opinion so later on the event does not get swallowed into the rest of the day.

If these steps are not implements, there may be: legal issues with corporate bullying

Last Update: July 18, 2011

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