How to Combat Bullying in the Workplace
Health Professionals should be treated fairly and consistently, and with dignity and respect wherever they work. However too often they experience bullying in their workplace. This article aims to help you recognise bullying and give you guidance re what you can do about it.
Bullying is (this list is not exhaustive):
- Sadistic or aggressive behaviour over a period of time
- Exclusion from meetings
- Humiliation or ridiculing
- Criticism in public designed to humiliate
- Persistent, unwarranted criticism in private
- Treating colleagues as children
- Changing work responsibilities unreasonably or without
justification
- Deliberately withholding information to affect a colleague's
performance
- Constantly changing work deadlines or work guidelines
Deciding what to do:
There are several different approaches for dealing with
bullying and harassment. The most appropriate approach for you
depends on what you are most comfortable with and your
circumstances.
Talk to other people
It is often helpful to talk informally to friends, family, trusted
colleagues, or a workplace counsellor. This is one way to grasp
what is happening to you, and clarify if you have a genuine
problem.
Make a note
The importance of keeping a record of incidents cannot be
over-estimated. It can be therapeutic, and help clarify exactly
what is happening so you can do something about it. Also a dairy of
events provides vital evidence for the investigation into your case
if you decide to make a complaint at a later date.
Gather information
Before you decide what action to take find out about your workplace
policies and procedures. Also if you are a nurse and a member of
the UK RCN you can contact and talk things through with your RCN
representative (to make an appointment telephone 0845 769 7064
during office hours).
Make a direct approach
Making a direct approach is often effective in dealing with less
serious harassment situations. Talk to the person who is bullying
you. Their behaviour may be unintentional and would stop if they
were aware of the effect. If you do this take a calm and reasoned
approach and make a note of everything that is said. You can either
do this at the time or immediately after.
Make a formal
complaint:
Informal approach
The informal approach is where you ask your line manager or senior
manager to talk to the person you are complaining about. It is a
good idea to ask your manager the following questions:
- Will they use your name?
- When will they talk to the individual?
- When can you find out what has happened?
- What happens if this process does not work?
- Is there anything else you should do?
Formal written complaint
If the bullying continues you can make a written formal complaint
inline with your companies procedures.
Copyright and Source: RCN,
http://www.rcn.org.uk/__data/assets/pdf_file/0004/78502/001302.pdf