Workplace bullying is a deeply toxic and damaging issue within any organisation.
The way that you deal with workplace bullying is to ensure that the organisation has a culture which seeks to prevent any form of bullying. This is achieved through things like policies, training and awareness of mental health.
Despite the best will in the world any organisation can face these types of issues. It is the nature of people that these kinds of behaviour manifest from time to time.
As an employer its important to create a culture in which individuals feel comfortable raising concerns and that they will be listened to.
Very often an issue is first raised with the employer in the form of a workplace grievance against another member of staff. However, it can also arise out of a number of scenarios such as a disciplinary case or ill health issues.
The key ingredient is to ensure that the complaint is captured and dealt with. Generally this involves commencing an investigation to ascertain the facts. This can involve interviewing witnesses and obtaining documents. A meeting should be held with the complainant to sensitively gain as much information as possible.
Careful consideration should be given to suspending the accused employee if necessary to protect the complainant. However, suspension should always be proportionate and carried out as a “neutral act” i.e. without guilt having already been decided.
The outcome of a workplace bullying investigation can have a number of outcomes. These include:-
- Disciplinary action against the perpetrator.
- Mediation.
- No case to answer.
After any workplace bullying issue it is always good practice to look ahead and find ways to avoid similar issues happening in the future.