When we hear the word ‘bullying’, we tend to think that it’s only linked to schools and for youngsters. 

That’s actually far from the truth.

Bullying can occur at any time, for anyone, at any age.

However, that doesn’t mean it’s ever right.

Bulling is never acceptable, never okay, and should never be allowed to progress. 

In the workplace, bullying can be a huge issue. It might be subtle, and because adults are involved, we tend to think that it’s nothing more than someone simple misunderstandings and maybe someone being a little sensitive.

That is not what workplace bullying is.

If you feel harassed, bullied or belittled by someone, you are well within your rights to report it and expect for it to be investigated and dealt with accordingly. This is serious, and not something you should ever have to deal with.

The workplace is supposed to be a safe place. When you’re sitting at your office desk, you want to feel comfortable, supported to and of course, safe. If you’re being bulled by someone, you’re not going to feel any of that. You’re going to feel stressed, upset, lacking in self-worth, unconfident and you’re going to be scared to say or do anything. 

This is not a good situation to be in and it isn’t one which should ever be tolerated.

Zero Tolerance For Workplace Bullying 

Check out this infographic before we talk about zero-tolerance policies. Here you’ll find some surprising information on the cost of workplace bullying for businesses. 

Source - https://twitter.com/acasorguk/status/666297329708900353

As you can see, aside from the human point of view, there is a cost to take into account too. 

Despite that, as an employer, you have to focus on the health and wellbeing of your team. If you allow bullying to go on, it’s going to damage team spirit, morale, lower productivity and increase stress. You might also find that people are scared to speak out or might even take sides, which causes further friction and conflict within the office space. 

For this reason, your workplace needs to have a zero-tolerance policy for bullying. If bullying is reported by an employee, this needs to be investigated immediately and the facts ascertained. 

However, it’s not a good idea to simply swoop in there on an accusation and assume that what you’re being told is always the truth. You have to be fair and even on both sides and that means listening to each member of staff but also making it very clear that any evidence of bullying will be dealt with swiftly and seriously. 

Disciplinary action has to be taken against any employee who is found to be bullying another member of staff. It’s important to set a precedent and show other employees that this is not going to be accepted. Despite that, you have to ensure that the disciplinary action you take is measured and fair. 

Employees should also know when to stand up for someone who they feel is being alienated, harassed, or any other form of bullying. This doesn’t have to be the case of stealing someone’s lunch money as you hear about so often on TV shows with schools, it can be anything from constantly withholding praise, stealing ideas, spreading unnecessary gossip, to physical or emotional abuse. The scale for what constitutes bullying is huge, but it’s important to realise that none of it is acceptable. 

Employees should feel comfortable enough to be able to stand up to someone who they feel is treating someone else unnecessary or unfairly. By strengthening team bonds, you can ensure this happens, but you can also ensure that bullying is far less likely to happen in the first place. 

Remember, a diverse, inclusive and equal workplace is what we should all be aiming for, and a place where every single employee feels safe and supported at all times.