Most people and organizations want a respectful workplace; yet if you asked employees, some would say “there are issues” and some employees (1 out of 6) would report they are being bullied or have been bullied. The organization “keeps hoping” and the good employees “keep leaving”. Employers rightfully do not want a system of “the tail wagging the dog” with little room for performance management. So how does one strike the balance? Here at the 5 steps for leadership to protect itself from workplace bullying.
5 Steps: Organizational Protection Against Workplace Bullying
1. Desire: It comes down to “Do you want to?”. Desire is the fuel for change. Anything that overrides desire is a different exercise altogether. What creates desire?
2. Discernment: Evaluation of an effective, proven workplace bullying implementation process where every senior decision maker is at the table is key. Allow for open discussion or worries, risks, doubts, wishes, hopes and dreams for what you want to stop and what you want to create. Then look to see who is best qualified to assist you, not only in crating a policy and information (education) but who can help you to also create buy-in, sustainability, and a positive culture as a result. Expertise in the workplace bullying topic area is a must, but this also must involve the ability to help you navigate in moving from A to Z smoothly, effectively and professionally.
3. Decision: Once you evaluate your options, make a confident decision on your direction. Make sure everyone is on board and that everyone understand what is required. “Measure twice, cut once”. This is the time to remove confusion, politics and risks. When the promise is clear, the price is easy to pay. If there is hesitation, put it on the table. Hesitation not wrestled with at this stage creates procrastination, excuses, ignoring, etc. (This is the real demotivator!).
4. Dedication: “No one said it would be easy!”. This holds true for losing 30 pounds, for changing careers, moving, etc. It also holds true for implementing a change process that will work. Here are 3 reasons why workplace bullying processes do not work:
5. Dignity: You’ve heard it said – in fact, Stephen Covey says “Begin with the end in mind”. What do you want in the end? Envision your organization like this:
There is never a wrong time to do the right thing. It’s not too late to do “something”. Imagine … and like I’ve always said, we’ve put a man (and a woman) on the moon; surely we can stop workplace bullying!
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Valerie Cade, CSP is a Workplace Bullying Expert, Speaker and Author of "Bully Free at Work: What You Can Do To Stop Workplace Bullying Now!" which has been distributed in over 100 countries worldwide. For presentations and consulting on workplace bullying prevention and respectful workplace implementation, go to http://www.BullyFreeAtWork.com
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