Company dating in the workplace
A group may even ostracize one worker — for example, continually “forgetting” to put Sarah on the group email list despite her multiple requests to be included.The biggest mistake employers make, according to Gary Namie of the Workplace Bullying Institute, is that they don’t pay attention to bullying until it results in a crisis.Be specific about the behavior: Saying “You told someone to shut up” or “You called someone an idiot” works better than saying “You’re not being nice” or “You’re not being a team player.” After you describe the complaints, ask for the bully’s thoughts. If bullying has proven to be a pattern, it’s important to communicate with HR about the problem employee or perhaps include an HR official in meetings with the accused, says href=" Too many managers personalize the issue when confronting workplace bullies, says Namie, who, in addition to the Workplace Bullying Institute, runs Work Doctor, a consulting firm that deals with bullying.Do not confuse the person with their conduct, he says.Don’t just transfer the person to a new job, because that only passes the problem along to someone else.Remember: the cost to your organization in terms of bad morale, turnover, emotional distress, or low productivity may be equal to or greater than the cost of lost talent or clients.If the bully is insincere and is unlikely to get it, then fire him or her quickly, advises Bob Sutton, author of The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn’t.To protect yourself legally, be sure to give a warning and document the behavior.
Before reprimanding an employee, check your company’s procedures and policies for guidance. “What you do to Bob is what you would do to Jim or Mary,” Dreiblatt says.
offers one pointed way to show a bully the impact of his or her behavior: Quantify how much time managers have spent dealing with complaints about that particular person and how much time it will take to look for replacements if co-workers or subordinates quit because of the work environment.
Then take that much money from the person’s bonus or pay as a motivator for them to change.
Most bullies don’t act up in front of their superiors, so managers must rely on reports from other employees. It’s not hard to identify a bully if you’re getting complaints of screaming, tantrums, public humiliation, sabotage, and verbal abuse.
Tools that let subordinates review their bosses anonymously, like the 360-degree performance review, can shed light on how a person behaves when management is not around, says href=" But watch for the more subtle signs of a problem, as well: the person who always takes credit for things others obviously contributed to, or who dominates meetings with sarcasm, interruptions, or insults.