By Valerie Cade CSP | January 27, 2010
“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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