The workplace serves as a second home to employees and should be a welcome place where people can express their creativity, do productive work and earn an honest living. However, for some employees, it can be a place where they dread to work in but must still do so in order to support themselves or their families financially. The reason behind may be because of a work place bully.
Workplace bullying has become prevalent in many organizations. Employees who were bullied at work may have experienced verbal abuse, exclusion, being belittled in front of other employees or clients and other negative situations. Regardless of the form of bullying, the employers are responsible in ensuring that they have the necessary policies and programs to help deal with workplace bullying.
Some businesses or organizations may not have their own anti-workplace bullying rules and may be relying on local or government ruling to cover such cases. In Canada, most of the states have their own bullying legislation. This helps to support bullied employees and protect other workers from experiencing the negative behaviors of work place bullies. Still, it is important for business leaders and owners to have their own policies in place.
Ensuring that anti-bullying programs or policies are are enforced at work will benefit organizations in the long run, given that a positive working environment often yields highly productive employees. Data from the Canada Safety Council shows that bully victims at the workplace lose 10 percent to 52 percent of work time from avoiding the bully, thinking of how to defend themselves from the bully, talking with co-workers to gain support and simply thinking about the workplace bullying situation. Employers not addressing the issue may also find themselves subject of a legal action because of the work place bully.
The challenge to deal with bullies at work not only rests on the business leaders or human resources professionals. Each employee also bears the responsibility of ensuring workplace bullying does not happen in the organization.
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