Ten Ways to Prevent Bullying in Your Organization

Previously, we shared information on how to prevent, address, and help bullied children and youth, but what about adults in leadership roles, volunteering, or on staff? Do they experience bullying? Unfortunately, yes.

Per HRAcuity, 52% of employees have experienced or witnessed inappropriate and unethical misconduct towards others, and according to Workplaces Respond, a national resource on workplace violence, 4 in 5 women deal with sexual harassment in the workplace. These stats indicate few people will go through a career or support role without encountering a bully.

Workplace bullying is complex, with severe consequences for both the victim and the organization. Bullying for adults is a leading factor in debilitating stress, anxiety, decreased performance, and overall poor physical health. So, how do you bully-proof your organization?

Here are eight practical ways to prevent bullying in your organization.

1. Clearly Define Bullying

Workplace bullying refers to a wide range of behaviors, including, but not limited to, threats, isolation, intimidation, offense, unfair criticism, humiliation, yelling, or taking credit for another’s work. That’s why it’s essential to clearly define what your organization considers bullying so that people can quickly identify it.

2. Provide Training

Educating all levels of your organization on the definition of bullying, their role in preventing and addressing it, shared tactics, and how to report it helps with quick intervention and sends a message that those behaviors are unacceptable.

3. Lead by Example

You are a role model whose impact can influence others. Assess your behavior. Are you setting a positive example, communicating honestly, listening respectfully, and being open to what others have to say? Self-assessment is an excellent place to start.

4. Openly Discuss Bullying

Consistently communicate your organization’s commitment to a zero-tolerance policy for bullying. Address bullying behaviors and the consequences of mistreating others, no matter their role.

5. Act

If you are experiencing bullying or see it happening, advocate for yourself and others, call out the behavior, reprove it, don’t be intimidated, and remain calm. Bullies count on people being silent and fearful. It encourages them to continue and reinforces what they think they can get away with.

6. Create A Speak Up Culture

A “speak up” culture improves child protection and creates a safe and welcoming environment. It starts at the top and requires leadership commitment at the highest levels. The same principles that govern the culture for children can be used to encourage staff and volunteers to raise concerns about bullying and demonstrate a commitment to being proactive rather than defensive.

7. Create a Reporting Process

Let others know the process for reporting an incident. Designate a point of contact for mistreatment. This reinforces the discussion about a zero-tolerance bullying policy. Look at what other organizations are doing and their best practices. Consider that most adults won’t report an issue for fear of retaliation or lack of organizational trust.

8. Prioritize Aftercare

If your organization has experienced bullying, providing aftercare is a critical element in recovery. For those affected to get past the issue, they need to feel heard and know that the problem is being resolved and that they will not be retaliated against. Any ongoing negative attitudes will impact retention, morale, and productivity.

9. Gather Feedback

In addition to your Annual Safety Survey, consider a staff or volunteer survey that includes the topic of bullying. It’s essential to offer people a way to give anonymous feedback if they are uncomfortable addressing the situation in person or under the current process.

10. Take Complaints Seriously

As a leader, demonstrate a strong commitment to investigating any situation that is brought to your attention. Continue to encourage open-door discussions and reporting. Don’t try to sweep anything under the rug because you are busy. Treat every disclosure or formal complaint as the most critical task on your list.

The goal is to have an organization where bullies know they can’t thrive, and their behaviors are taken seriously and always addressed quickly. A place where all workers are engaged and committed to developing and maintaining positive relations, transparency is prioritized, communication is encouraged, and everyone shares the responsibility of a bully-free environment.

If you or someone you know is being bullied, take action to make the environment safe and stop the destructive behaviors.

Click here to learn more about the benefits of using secure children’s, youth check-in, and volunteer scheduling to help manage your events, keep families smiling, and improve safety. You can also subscribe to the KidCheck blog or connect with us on YouTube, Twitter, Facebook, Pinterest, and Instagram.

Sources:

www.hracuity.com/resources/research/workplace-harassment-and-employee-misconduct-insights/

Photo by Ben White on Unsplash