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Workplace bullying

30 Oct 2014

A bully in the workplace doesn't just drive employees to quit their jobs, he also costs the company an enormous amount of money. The Training Room Online's employment equity expert Marleen Potgieter outlines the problems and solutions around workplace bullying.

Image: www.freedigitalphotos.net

Did you know that it can cost a company up to eight months' salary to replace a staff member who left in haste? Not to mention the fact that, in his last few months of employment, he is unlikely to have been fully productive, often being engaged only 50% of the time, due to bullying.

Workplace bullying doesn't just affect productivity, it can also take a serious toll on the emotional wellbeing of the victims, leading to anxiety, depression, eating disorders and low self-esteem, among other things - things that they will struggle with long after the bullying has ended.

It is important for employees to know that this type of behaviour cannot be tolerated.

When an employee leaves the company, he leaves a mess behind, which takes valuable time and resources to mend. Even once a new employee has been hired it takes three months before he becomes productive and adds value to a business. When you multiply that by the number of people who have left the company for the same reason, it starts to add up. Bullying is a power game and the common offender is usually a manager with low emotional intelligence. He often wants to control every situation and everyone around him.

Boss? Here's your action plan

If you are the boss of a large organisation, it is not always easy to spot an office bully. Bullies are usually cunning, coming across to their superiors as hard workers, so they often move up quickly within the company structure. While you may not always be able to pinpoint the perpetrators, it is important that you do everything in your power to prevent office bullying. The following steps will demonstrate your commitment to your employees:

Make it clear to all employees that bullying, in any form, will not be tolerated;

Ensure that your employees regularly receive training on how to respect others within the workplace without infringing on their rights. This is an obligation in terms of the new employment equity regulations. E-learning is a time- and money-saving option in this regard, as employees can do the training at different times;

Ensure that there are policies and procedures in place, should bullying arise within the workplace; and

Follow through with procedures. It doesn't help having rules or guidelines when nobody is there to make sure that they are adhered to.

Victim? Here's your action plan

While legal action can be taken against intolerable working conditions, it can often be an extremely lengthy process. So what should you do if you are a victim of bullying in the workplace?

First and foremost, write out your story and keep accurate notes of dates, incidents and witnesses. In both the writing and the telling of your story, be specific and use concrete language;

Express your emotions appropriately. If you're overly distraught, it could result in an assessment that emotional problems are the cause, rather than the result of the bullying;

Provide consistent and vivid details;

Stay on topic. Only deal with those details of the bully's behaviour that are relevant; focus on his bullying or harassing actions;

Emphasise your own competence. If your employers can see that you are competent, they won't assume that the bullying is your fault; and

If it hasn't already been put into place, ask your HR Executive to arrange Employment Equity training for all staff members.

It is important that everyone in the workplace is aware of the consequences of bullying and that those who are victims of this terrible endemic feel supported enough to speak out. This will not only save the company a substantial sum of money in the long run, it will also allow your employees to feel valued in the job that they perform on a daily basis.