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Take a look at the highlights from that same survey:
- Seventy-two percent of the American public say that they are aware of bullying in the workplace.
- The number one culprit is (still) bosses.
- Of those polled, 72% actively discount, deny, rationalize, defend, or even encourage bullying.
- Approximately 65 million workers either witness or experience bullying every year in the workplace.
- Nearly everyone (93%) would support a bill aimed at changing bullying.
Defining Workplace Bullying
A company should clearly define bullying in its employee manual or where anyone can easily find it. BLR® defines bullying as any repeated, unreasonable behavior directed toward an employee, customer, or vendor that is intended to intimidate, that creates a risk to health and safety, or that results in threatened or actual harm. By including a section on bullying in the handbook, you have already taken an important step.
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It is recommended that all of the following activities be expressly prohibited:
- Intimidating, threatening, or making hostile statements, actions, or gestures;
- Excluding someone from workplace activities, social isolation;
- Falsely accusing and punishing “errors” not actually made; blaming without justification;
- Verbal abuse, demeaning comments;
- Direct, conditional, or veiled threats;
- Treating an individual differently than the rest of the work group;
- Yelling, screaming, and other demeaning behavior;
- Giving an individual the majority of unpleasant tasks;
- Public humiliation; and
- Hostility such as glaring, clenched fists, or a threatening posture.
The employee handbook should also contain a form or description of what steps to take if you are being bullied, including whom to inform and what will happen when a complaint is filed.
A Closer Look
According to the survey discussed above, the current method of resolving bullying in the workplace is terrifying. Nearly three-quarters of the methods used to stop bullying involve actions taken towards the victim. And, the majority of that three-quarters (61%) involved the victim losing his or her job. Take a look at these numbers:
29% of bullying was stopped because the victim quit. 19% of bullying was stopped because the victim was forced out. 13% of bullying was stopped because the victim was fired, and 13% of bullying was stopped because the victim was transferred.
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Learn about the following crucial issues regarding retention and employee satisfaction:
- The high cost of undesirable turnover
- Recruiting and hiring for the long haul
- Management’s role in retention
- The value of strong mentoring
- Perks that employees truly value
- And much more!
When do you start thinking about retention? On day one. Start strategizing today with Employee Retention and Satisfaction: How to Attract, Retain, and Engage the Best Talent at Your Organization.