Bullying in the Workplace (It's Not OK)
Workplace bullying and harassment are serious issues. According to the Workplace Bullying Institute, nearly one-third of adult Americans (30%) have directly experienced abusive conduct at work and 79.3 million U.S. workers have been affected by workplace bullying. The consequences can be long-lasting and detrimental to both employees and the organization.
Tracy Yoder, a veteran human resources professional and instructor of UC Davis CPE’s course Talent Management, shares her advice on what to do if you’re affected by workplace bullying.
Throughout my career in HR, I have heard stories of employees that have been mistreated by bullying in the workplace. I have also been on the receiving end in some cases throughout my career. It is a topic that most HR professionals do not want to speak about. It is traumatic and can leave lifelong scars for those involved.
1. How do I know if I am bullied in the workplace?
First of all, you are not imagining it. If staff or another employee says things to you privately that they would not say in front of others it is an indication. Threats made about your job or accusation denials—“If you don’t do this, then I will terminate you.” “If you do not produce, then I will come after you.” “If you go to HR, the union or management, then I will deny it.” —are all examples of bullying in the workplace.
2. What do I do if a coworker is making me uncomfortable?
Comments, even subtle ones by colleagues, can be considered harassment. If you’re not sure if they have reached the level of bullying, start by talking to the person privately to let them know how they’re making you feel. “I like our working relationship; however, I did not feel comfortable when these comments were made. I would appreciate if these comments stopped.” If comments do not cease, speak to your supervisor or HR about the situation. Continued harassment like this is considered workplace bullying.
3. Am I protected in the workplace?
The workplace should always be a safe environment. Employees should always feel that they can tell someone about what has happened. Resources are posted in your HR handbook or in your Human Resources Department. If this happens on school campuses, then you can go to your Ombuds Office and report the incident right away.
4. What if I am treated differently?
How can I prove this is happening to me? – Remember that retaliation is not tolerated and making an employee feel uncomfortable is not tolerated. Do not feel that you have done anything wrong. If you do not report the incident, then the behavior will continue.
5. As an HR professional, what should I do if an employee reports the incident?
Document the incident and use your internal investigative resources that are practiced within your work environment. If needed, use outside resources to help with the investigation, including employment attorneys, union, Ombuds staff and executive HR-trained staff.
Remember that bullying in the workplace can leave internal scars for months or years to come. Employees can also suffer from trauma. Seek professional help if you are a victim of workplace bullying or harassment.
Disclaimer – I am not a medical specialist, but an HR professional that has been trained in workplace violence and investigations. I am an HR professional that cares, and I would like to see bullying in the workplace to cease immediately.
About the Author
Tracy Yoder has 19 years of experience working in Human Resources. She has a Master of Legal Studies and holds certificates in Conflict Resolution, National ROMA Certified Trainer and HR Management.
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