Why Most Bullying Policies Don’t Work & What You Can Do
By Valerie Cade CSP | January 27, 2010
Consider this:
“When the promise (policy) is clear, the price is easy to pay (for holding workplace bullies accountable to poor behavior).” Why is it that most organizations would answer “I don’t know” or “maybe” or “no” to the question: “Do you have a workplace bullying policy?” Most organizations do not have one. For the same reason that we have speed limits on roads, organizations need workplace bullying policies. Have you been to a country without a speed limit? They’re not advantageous! Point made.
For those organizations that do have a workplace bullying policy, the next question, as a well known psychologist would say, is “So, how’s that working for you?” If an organization does happen to have a workplace bullying policy, most people in that organization would say this:
- “I didn’t know we had a policy.”
- “This policy is too hard to understand.”
- “My boss doesn’t believe in the policy.”
- “We don’t need a policy!”
- “I tried to follow the steps but the people I needed for support such as my boss, HR and the union, did not effectively follow the policy.”
- “The process was dragged out so long that I became ill and had to quit anyway.”
- “I was dismissed before I could effectively work within the guidelines of the policy.”
Here are two questions you can ask yourself or your workplace:
- Do you believe your organization should have a workplace bullying policy? (On a scale of 1-5, 5 = Yes,100%! and 0 = No. Note: If not a ‘5’ , then ask what could make it a ‘5’?)
- If your organization does have a workplace bullying policy, how would you rate its effectiveness? (On a scale of 1-5, 5 = Yes,100%! and 0 = No. Note: If not a ‘5’ , then ask what could make it a ‘5’?)
How To Create An Employee Discussion for Meaningful Feedback:
- If you have a fairly good culture, then open sessions are great.
- If your culture’s morale is suffering from workplace bullying, then consider a confidential survey to all employees (Feel free to contact us for help in this area info@BullyFreeAtWork.com).
- If morale is suffering terribly, you most likely need an intervention. A 1:1 approach with all employees is your most effective roll-out here.
- Make notes of all discussion items, showing participants their feedback will be taken seriously.
- Share the intent of the session: you are wanting to create a Respectful workplace.
- Share with employees what you will do with this feedback (summary) and then when you will address their concerns (date) and be able to keep this commitment of getting back to employees in a timely way.
- Do something about the concerns.
- For concerns you cannot change, tell why. Do not ignore anything!
- Stay on time and end well!
- Ask for any suggestions for improvement at any time. You may get more 1:1 feedback.
Join us! For the next 6 Weeks You Will Receive my Step by Step Plan Each Week on:
“What You Can Do To Create Your Template for a “Bully Free at Work” Workplace Bullying Policy!”
Step 1: Purpose, Statement & Examples
Step 2: Complaint and Resolution Process
Step 3: Taking Action in a Safe Environment for Win-Win Results
Step 4: Consequences of Bullying Behavior
Step 5: Creating Buy-In to Your Workplace Bullying Policies.
Step 6: Your questions answered.
Valerie Cade, CSP is a Workplace Bullying Expert, Speaker and Author of “Bully Free at Work: What You Can Do To Stop Workplace Bullying Now” which has been distributed in over 100 countries worldwide. Feel free to contact Valerie to speak for your organization: Val@BullyFreeAtWork.com
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Topics: Tips | 4 Comments »
January 28th, 2010 at 12:38 am
Unless people unite and support this bullyfree
Workplace more people will suffer and die yes right
Here in the united states. I understand it will take a
Strong org of many people. I know unions work this
Way. This must be like the union that works with the
Unions because they have not the indepth understanding
Of this problem.
January 28th, 2010 at 4:34 pm
I am involved in occupational health and safety within my organisation and although we do have a Bullying Policy and have had to implement it on a small number of occasions, there is room for improvement in terms of the policy itself and informing and educating our managers and employees so we still have some work to do.
Also, I am often asked by employees of other organisations or family members of employees from other companies to advise and offer my opinion on bullying in the workplace. There is plenty of evidence that bullying is very common and very poorly dealt with the majority of the time by many companies.
February 4th, 2010 at 7:01 pm
This is a great site. I really appreciate someone saying something about being Bullied at work. I am currently a victim of such an environment and despite bringing it to my superiors attention in a verbal manner, nothing has been done about it. In addition, I am scared. I am afraid of the bully and tend to make mistakes at work because I am worried constantly of making a mistake. I have been told my boss to find a different job yet nothing has been done in regards to the situation at work. I have voiced my concerns before and I cried at work, have been shaking, yet in turn I was told that I was a emotionally weak person and have communication problems and that I have been the one who should “learn how to speak properly”. I am so worried but I know I can not do much about this place. Although I am looking for a different job, i can not quit, yet i have been told constantly to quit.
What should I do, the market is so bad that it is difficult to find a job and it is becoming more difficult each time to breath at work. I have this co-worker who is best friends’ with the manager and she isolates me, recently screamed at me in front of others in the middle of the lab and i afraid she will slap me next time.
March 9th, 2010 at 10:40 am
[...] Why is it someone has to get killed before the construction of a traffic light or stop sign? The same can be said for organizations in creating respectful workplaces (and being protective against workplace bullying). Why wait? Last week we opened our series with Why Most Bullying Policies Don’t Work & What You Can Do. [...]