Workplace Bullying isn’t funny. It is rampant in our businesses and organizations, in kids’ play groups and schools, and wherever a larger group of people are together. The problem is when it is in your workplace, the detrimental effects of it damage your team, your morale, your product or service and your bottom line. Workplace bullying effects up to 25% of employees at anytime, dramatically impacting productivity, profit and organization. About one third of workers said they have experienced workplace bullying, according to a nationwide study by Career Builder, a HR company. “Workplace bullying is something that has always been present, but people are just starting to acknowledge and recognize the damage,” Sheri Bland is quoted in the Northwest Herald. (Please read the article in the April 2012 McHenry Business Journal about workplace bullying and my workshop that identifies what it is and how to stop from spreading in your organization, on Press page on this website).
What happens to the bullies on the play ground when they grow up? If they aren’t confronted and turn their ways, they grow up, get a job and come to work in YOUR business or organization. After counseling individuals and coaching with managers and departments on the effects and solutions to workplace bullying, Sheri has found that this is a pervasive and damaging issue that reaches beyond the workplace. It boils over into personal life, causing depression, anxiety, poor work performance and more. Workplace bullying is here and needs to be addressed head on.
To combat the issue, many states are moving forward with with the anti-workplace bullying Healthy Workplace Bill. The bill aims to treat the issue on the same level as sexual harassment and discrimination, but also would protect employers who have an anti-workplace bullying policy in place. In addition to a policy detailing acceptable behaviors, reporting procedures and consequences, all employees and managers should be trained and educated on the topic of workplace bullying. If a company does not have an HR officer, someone should be dedicated to handling complaints.
“Somebody, somewhere with authority needs to be able to take action. The bottom line is that companies need to take complaints seriously, and then train the employees. It starts with a culture change,” Sheri stated in a recent newspaper inverview “Bullying reaches the workplace.”
Sheri can provide consultation for your management or organization or speak on the topic to help you manage this hot issue of workplace bullying.