Taming disruptive behavior
John, a seasoned manager, is growing weary of receiving 2-3 daily email complaints from his employees, the employees of another manager, and occasionally a customer. They are not ordinary complaints. John is not a customer service manager and does not interact with customers. Frustrated and battle-weary, John has to deal with an employee who meets the expectations of the job but is described as “bullying,” “intimidating,” “inappropriate,” and even “terrorizing.”
The harsh reality is that workplace bullying is more common than many think. This should not be too surprising; remember when you were in elementary, middle or high school and the bullies terrified students and even teachers? If you were not a target, you knew somebody that was. Bullying does not disappear with age. People don’t grow out of bullying. Bullies, in fact, can be very intelligent, get good grades, and then get hired by companies based upon their knowledge and skills. They are often quite skilled in hiding any signs of bullying during the interview process and for as long as three months when they pass probation and then become a permanent member of the workplace. This is often the time in which the bully comes out of the closet seeking a victim, or pairs up with another bully at work and they both team up to seek victims.
Some facts about workplace bullying are as follows:
- According to a 2010 Workplace Bullying Institute Survey, slightly more than one out of three (35%) of U.S. workers have been bullied at work.
- Victims of workplace bullying suffer from psychological and physical symptoms resulting from bullying such as sleep disturbances and stress.
- Victims of workplace bullying are more likely to skip work, decrease their performance and seek employment at a psychologically and physically safer place.
- Victims of workplace bullying will file lawsuits against their employers and managers for discrimination under Title VII and violations of the Occupational Safety & Health Act (OSHA).
Can you afford, as a manager, to expose yourself or your company to increases in health care utilization at a time with double-digit health care premium increases? Can you fully achieve the strategies and goals of your company knowing that your employees are not fully focusing on their jobs but bullying? Can you allow your company to be exposed to preventable lawsuits and other legal actions? Can you permit, condone, allow, ignore, or minimize behavior that is harmful and hurtful toward any employee under your management and leadership? Clearly, the answer is no.
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