Here are guidelines for preventing bullying in the workplace:
1. Culture
- Be sure that respect is a core value.
- Teach/reward deliberate acts of kindness and decency.
- Zero tolerance for bullying at top levels of management
- Walk the talk—Do not reward bad behavior.
- Institute a “no jerks at work” rule.
- Maintain Code of Conduct policies include respect in the workplace and anti-bullying.
2. Accountability
- Tie all aspects of conduct, including bullying, to financial rewards, evaluations, career advancement.
3. Track Turnover – Keep track of turnover statistics by department, manager, and company.
4. Modify Hiring Procedures
- Do reference checks with current coworkers, subordinates.
- Ask interview questions related to team and individual relationships, working style, longevity of subordinates.
- Consider an interview panel as part of your hiring process.
5. Do Exit Interviews – Do not be relieved when the bully quits—there could be others.
6. Conduct Surveys – Conduct company attitude surveys.
7. Stay Focused
- Does the bully attack members of protected classes? Remember: Bullies are one step away from being “harassers.”
- Is the bullying conduct a onetime occurrence or pervasive?
- Is the bully in a position of power and your company makes excuses for the behavior.
8. Follow Basic Rules
- Focus on remedial training meant to assist in changing unacceptable behavior.
- Individual training—training in a group typically won’t work.
- Training should be interactive.
- Don’t downplay an employee’s complaint or force him/her to confront the bully alone.
- Be direct: “People are afraid of you, the staff doesn’t feel safe.”
- Consequences are an absolute must. Bullies won’t change unless motivated.
- Don’t try to understand why bullies bully.
- Make good on threats—Terminate the bully!
