The Top 10 Reasons Why the HR Process ‘Might Not Be Working for You’
By admin | June 8, 2010
If an organization does have a workplace bullying process which employees can use, does it even work? Like any movement of change in society, we must start with awareness; once aware, then effective leadership is required to create the change. You cannot change what you do not acknowledge; you cannot lead without authority. Human resource professionals, often the ‘go-to’ department for workplace bullying complaints, are often held responsible for handling employee grievances. Why are only 8% of employees using a grievance process?
1. Human resource professionals are often not responsible for protecting the workplace culture, meaning if the culture goes unprotected, they often have their hands tied and they cannot affect true systemic change from where they reside in the company.
2. Human resource professionals are not trained in dealing with workplace bullying from an organizational management standpoint.
3. In addition, Human Resources are often not even trained or have the time to assist employees with coping skills to handle workplace bullying situations.
4. If HR does have the workplace bullying coping skills to transfer to employees, then an additional challenge pops up: HR has very little authority over the target’s boss (80% of bullying occurs with one’s boss) in order to support the target by trying to stage a conflict resolution or intervention.
5. Let’s face it, when it comes down to where to put one’s energy, HR does not report to the employees like an elected official would report to their ‘people’. The role of HR is to keep the employer out of court.
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Did You Know?
- You can begin to help co-workers and HR become more familiar with workplace bullying issues by suggesting the 5 Day Bully Free at Work E-Course. Feel free to pass along this free resource so the awareness can foster at every level.
To receive your Free 5-Day Bully Free at Work E-Course to help you stop workplace bullying, click here.
- Do you want a tip to know how to suggest the 5 Day Bully Free at Work E-Course to your co-workers and managers? Check out Valerie’s video clip to help you out called: “How Can I Get Them to Listen”? Click here!
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6. The organization does not have a workplace bullying policy so it’s not a disciplinary issue, and one cannot hold the bully accountable to an agreed upon standard or code of conduct.
7. Once the case finally gets attention, HR meets both the bully and the target. The bully comes across as capable and charming and the target has been worn down by the exhaustion and might display behavior that is unconvincing, inarticulate, and ‘overly’ emotional. The bully will position the target as ‘weak’ and therefore the target might now be seen as a liability. HR, wanting to move through the case, might dismiss the target’s needs altogether.
8. The bully is a high producer and getting rid of the bully seems harder than getting rid of or moving someone who is now appearing ‘less productive’ due to the added stress. Bottom line, the bully stays.
9. Even if someone did have the full authority to deal with workplace bullying and take measures to stop it, most HR departments and managers are not trained to know what to do, systemically (what the organization can do) as well as coaching on coping skills. (For a 1:1 session with Valerie to help you help your organization stop workplace bullying
click here to set up an appointment time).
10. Workplace bullying cases are often drawn out, exhausting and so complex that many HR professionals don’t have the ‘extra’ time, stamina or proper resources to manage the situation effectively. Many HR professionals do care; in fact, some are even being bullied too. Be sure to check out “What Employers Can Do” in pages 209-222 of Bully Free at Work to help you craft a workplace bullying policy that works.
And for Next Week:
How the Bully Avoids Accountability to a Workplace Bullying Policy
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