Earlier, we conducted our webinar on Workplace Violence vs Workplace Bullying and here’s the recording for all those who haven’t attended live:
While this happens to the best of us, I’ve noticed that too often HR managers, leaders and CEOs turn a blind eye to bullying, because they aren’t legally required to address it.They’ll respond with remarks like, “It’s not harassment so there’s nothing we can do” or “it’s not a big deal because it’s not technically illegal.”
But let’s be honest – just because something isn’t illegal doesn’t mean it is okay. That’s like saying it’s okay to lie to your boss about being sick so you can go to the beach – it’s not illegal to lie so that makes it okay, right? Wrong.
The fact is that workplace bullying causes harm to targets, witnesses, and organizations. The behaviors result in a negative workplace culture, which results in disengaged employees who are not doing their best to ensure the success of the organization.
Best Defense to Workplace Bullying vs Workplace Violence
That’s why the best defense to bullying, harassment, and violence is creating a positive culture where negative behaviors don’t occur, so employees are happy, healthy, and working their hardest. If HR steps in when they see bullying occuring and holds their employees accountable for exhibiting positive behaviors at work, employees thrive and so does the business.
So if you are thinking, “Well bullying isn’t as bad as harassment,” I encourage you to fill out this checklist to help you determine whether or not your employees exhibiting behavior that negatively impacts the organization.
If you pass with flying colors – congrats! This means that you are on top of your HR game.
If you realize that bullying is in fact occurring in your workplace – don’t feel discouraged! There’s still time before you see flames! Now is the time to mitigate before things get out of hand.I’m happy to help if you need support. Just set up an appointment with me at this link, and let’s brainstorm on your best next steps for 15 minutes.