How to tackle workplace bullying

Recent research from CIPD has revealed a worrying statistic: more than 25% of UK employees have experienced bullying in the workplace. Complaints around behaviour include excessive criticism, verbal abuse and even public humiliation in front of colleagues or customers.

For business leaders, this is a critical issue that can impact staff morale, productivity, engagement, retention and brand reputation.

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The hidden cost of workplace bullying

If a team member is being bullied at work, it can damage their mental health, drive absenteeism and even result in them leaving their job. For employers, the financial cost can quickly mount up through lost productivity, absence, grievance investigations and the need for recruitment.

Even more importantly, a single unchecked bullying incident can ripple through your team, eroding safety and the respect that should be present in every workplace.

What is bullying?

Shouting and insults are easy to spot, but workplace bullying can also take subtler forms such as:

·      Persistent, unjustified criticism

·      Micromanagement

·      Excluding someone from meetings or communication

·      Spreading rumours or undermining someone’s reputation

·      Setting someone up to fail with unrealistic targets

·      Publicly belittling team members in front of others.

Even if the intent isn’t malicious, the impact on the individual is what matters and as an employer, you have a duty of care to act.

Employer responsibilities

Under the Health and Safety at Work Act 1974, employers must protect their team members’ mental health as well as physical wellbeing. Behaviours that cross into harassment may also breach the Equality Act 2010.

Building a respectful culture

Creating a respectful, inclusive culture is about building a workplace where people thrive. Employees who feel safe, respected and valued are more likely to be engaged, productive and loyal.

Preventing bullying starts with strong leadership and clear policies. Practical steps you can take include:

·      Defining unacceptable behaviour. Make sure your policies clearly describe what you consider to be bullying and the consequences for it.

·      Promote an open culture. Encourage your team members to speak up when they feel something is not right.

·      Train your managers. Give team leaders the skills to lead fairly and provide constructive feedback.

·      Act quickly and be consistent. Follow a fair process on any complaints.

·      Monitor your culture. Run staff surveys, exit interviews and one-to-one check-ins to identify any problem areas.

If you have concerns about bullying behaviour in your organisation, we can help. We can review your culture, train your managers and help you to implement strong policies that protect your people and your business.

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