Workplace Bullying & Harassment Ultimate Training Resource

Extracts FromThe Bullying Toolkit for Trainers,

HR Professionals and Management

‘Back Off !’Combat Bullying & Harassment

in the Workplace

By

Carole Spiers MIHPE MISMA

World Authority on Corporate StressBBC Guest-Broadcaster • Author

Motivational Speaker

© Carole Spiers Group 2012

The Author – Carole Spiers MIHPE MISMA

• Leading Authority on Corporate Stress• Expert Witness to the UK Courts• Weekly Gulf News Columnist• BBC Guest-Broadcaster• Motivational Speaker• Author of Tolley’s Managing Stress in the Workplace

and Show Stress Who’s Boss!• Established Carole Spiers Group in 1987


The Signs of Bullying Behaviour are

Highly Visible!

Or are They?© Carole Spiers Group 2012

Cyber Bullying: A Passive Form of Bullying

• Social networking e.g. Twitter, Facebook, LinkedIn • Email, phone and by text message • Camera phones, blogs, Youtube


Bullying

• It may come from management and is quite different

from legitimate pressures that we may experience

when, for example, there are deadlines or customer

requirements to be met

• Bullying is personal criticism or abuse in public or

private that humiliates and undermines self-esteem

and confidence


Bullying May Sometimes Be Referred To As:

• Personality clash

• Attitude problem

• Autocratic management

• Poor management style

• Harassment

• Macho management

• Abrasiveness

• Intimidation

• Unreasonable behaviour

• Victimisation


Effects of Workplace Bullying on the Organisation

• Damage to corporate image• Adverse publicity• Low morale• Reduced productivity• Rapid staff turnover• Loss of respect for management• Increased absenteeism• Risk of litigation and associated costs• Stress related problems


Examples of Bullying Behaviour

• Unreasonable demands: constant nit-picking and criticism

• Intimidation• Threats• Public humiliation• Personal insults, anger over trivial matters• Ignoring or excluding an individual• Spreading malicious rumours• Continual unjustifiable comments or behaviour


Examples of Cyber Bullying Behaviour

• Email threats• Email abuse• Offensive emails• Unpleasant comments, lies and

malicious gossip on social networking sites


Bullying -v- Harassment

BullyingA person who usestheir strengths orpower to coerce others by fear; to persecute oroppress by force orthreat

HarassmentTrouble and annoy

continually


• Bullying differs to harassment in that there is no obvious bias towards, race, gender or disability

• The serial bully is usually able to keep their prejudices under wraps


Harassment

People can be subject to harassment on a wide variety of grounds including:

• Their race, ethnic origin, nationality• Their sex or sexual orientation• Their religious or political convictions• Their membership or non-membership of a trade

union• Their disability, age etc.


Events that Trigger Bullying and Harassment

• There is a reorganisation• A new manager is appointed• Refusing to obey an order

which violates rules, regulations and procedure

• Obvious displays of affection, respect or trust from co-workers

• The previous target leaves• Blowing the whistle on incompetence, malpractice, fraud,

illegality etc


The Consequence of Bullying at Work

• Declining productivity and profit• Lack of motivation• Industrial unrest• People feel undervalued• Staff are demoralised (‘If I cant do anything right, what

is the point of making an effort?’)• No organisational structure (‘Who are we supposed to

turn to when the boss is a bully?’)


Financial CostsGreen v Deutsche Bank August 2006• £800,000 award to Helen Green for employees offensive,

abusive, and intimidating behaviour towards her.University of Bradford 2008• A report conducted by Dr Sabir Giga found that the fallout from

workplace bullying costs the British economy £13.75 billion each year

Browne v NHS January 2012• Senior NHS manager awarded £1m compensation for racial

discrimination and unfair dismissal after he was subjected to a 'breathtaking and callous' campaign of bullying and harassment from colleagues.


Costs of Bullying in the Workplace

• Absenteeism and high staff turnover• Staff looking tense or troubled• Loss of investment in training• A change in atmosphere• Reduced productivity• Less concern with quality• Low morale and loss of initiative• Lack of creative input


Why do Individuals Tolerate Bullying?

• Can’t be bothered to fight• Low confidence• Low self-esteem• Vulnerable• Scared of losing job• Intimidated• Sense of pride


Chronic Bullies May:

• Feel inadequate• Feel humiliated• Be bullied at home• Be scapegoats• Be under pressure to succeed• Feel they are different


Early Warning Signs of Being Harassed or Bullied:

• ‘This relationship feels different to any I have previously experienced’

• ‘I am persistently got at’• ‘My work is being criticised, even though I know my

standards have not slipped’• ‘I am beginning to question whether these mistakes I am

supposed to have made really are my fault’


Why Some People Are Singled Out For Attack:

• Being popular and competent

• Being too old or too expensive (usually both)

• Strong forgiving streak: always thinks well of others

• Being recognised, rewarded or promoted

• Age/marital status/good looks

• Outspokenness

• Timidity / Disability

• Vulnerability (e.g. mortgage, single parent)

• Standing up for a colleague who is bullied© Carole Spiers Group 2012

Types of Questions to Ask the Person Who is Feeling Bullied or Harassed

• Tell me more about your situation?• What has changed?• Do you have a new Manager?• Has pressure on your current boss increased?• Have you recently changed jobs?• Are your objectives being repeatedly altered?• Have you been asked to do things outside your job

description?


Feelings Experienced by the Manager During a Bullying/Harassment Interview

• Embarrassment• Awkwardness• Anger or resentment (if discussion is relating to a fellow

colleague of theirs)• Out of their depth• Not knowing what to say• Lacking in confidence


Addressing The Problem

• Legislative change• Seek legal redress• Develop a Code of practice• Ensure Managers bound to follow appropriate

standards of conduct• Encourage a Holistic approach: problem solving not

punitive• “Soft” skill development


Exit Questionnaires

Questions to be included:

• Have you ever been bullied?• Have you been bullied in the last 6 months?• Have you ever witnessed bullying behaviour?

If ‘Yes’ to any of the above, what did you do?


The Way Forward

• Watch the workplace for a change in atmosphere among the staff. When cheerfulness turns to virtual silence. “Walking the Floor” type of management will be counterproductive if the boss is a bully

• Use stress/culture audits or upward assessments to identify problem areas

• Introduce agenda-free meetings to provide a platform for troubled staff

• In exit interviews, include the specific question “ Have you experienced bullying in this organisation”


Where Do We Go From Here?

• Develop a robust Policy and Procedure• Create a healthy Corporate Culture• Achieve genuine commitment at Board level• Adopt a zero tolerance policy on workplace bullying


• Need to deliver a workplace bullying training programme but have no time to prepare?• Download this Training Toolkit Pack Immediately.

This Training Package personally written by Carole Spiers includes:

1.Workbook – for copying in any number 2.Tutor guidance notes3.Sample training programme4.Questionnaire: Are you being bullied?5.Case Studies6.20 Frequently Asked Questions7.Special Report ‘Taking the lid off workplace bullying’.8.Powerpoint Presentation

Download immediately today.http://bit.ly/TEP0UH £350.00

Contact Us Today for Proven Stress Management Solutions

Carole Spiers GroupInternational Stress Management & Employee Wellbeing Consultancy

Phone: +44 (0) 20 8954 1593 (London Office)Email: [email protected]: www.carolespiersgroup.co.uk

For expertise in: Communication Skills, Entrepreneurship,Stress Management, Cultural Diversity, Organisational Change and Post Trauma Support © Carole Spiers Group 2012

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Workplace Bullying & Harassment Ultimate Training Resource