Workplace Bullying: There is Power in One Voice

Jodi L. Traas, MS, CSRMSenior Risk Management ConsultantCommunity Insurance Corporation

From Playgrounds to Seniors & In between…

Bullying

Bullying… Intentional, repetitive aggressive behavior

involving an imbalance of power or strength.

Harassment of Protected Classes vs. Bullying Age Race Creed Color Handicap/disability Marital Status Sex

Ancestry Membership in

certain military units National Origin Sexual Orientation Arrest/Conviction

Record

Silent Epidemic

“Bullying has become a silent epidemic, psychological harassment or emotional abuse.” Psychology Today

It involves the conscious repeated effort to wound and seriously harm another person not with violence, but often with words and actions.

Workplace Bully Typically possess a Type A personality They appear competitive Operating as they do from a sense of

urgency People feel as they are walking on

eggshells around the bully. The sleeping giant, who could, upon

waking, explode with rage. Bullies crave power and control Bully is often the boss or supervisor

The Workplace Victim The targets of office bullies are NOT the new,

inexperienced and less confident employees. Targets are often highly competent,

accomplished, experienced and popular employees.

Independent, experienced workers pose the greatest threats to the bullies.

WHEN the bullies find targets that refuse to be controlled and intimidated, they escalate their behavior.

Mobbing Some bullying situations involve employees bullying

their peers, rather than a supervisor bullying an employee.

Mobbing refers to a group of coworkers targeting another worker.

Supervisors should intervene immediately to address and stop mobbing behaviors!

Others help as blaming for errors, unreasonable work demands, insults, putdowns, stealing credit, threatening job loss, and discounting accomplishments.

When there is Mobbing there is certainly opportunity for one to step forward!

Examples of Bullying Unwarranted or invalid

criticism Blame without factual

justification Being treated differently than

the rest of your work group Being sworn at Exclusion or social isolation Being shouted at or being

humiliated Excessive monitoring or micro-

managing Being given work unrealistic

deadlines Stealing your ideas and

passing them off as their own

Bullying – Both Genders Women typically exert passive-aggressive

behaviors such as whispering, gossiping or belittling someone else.

Men tend to get right “in your face” with negative comments. More confrontational, aggressive and physical.

Factors that Increase Risk for Bullying Behavior Significant organizational change (internal

restructuring, technological change) Worker Characteristics (age, gender, new

employee Workplace relationships (lack of information

flow between levels, lack of employee participation)

Lack of policies about behavior, staff shortages, role ambiguity

Dread Going to Work Today?Solutions… The Screamer: Walk-Away (When you

do nothing, when you just sit there and take it, you’re giving the bully permission to continue). This is a pattern interrupt.

The Demeanor: Erodes our confidence (Share VERY specific examples from occasions) Facts delivered in a reasonable manner

"Watch your thoughts for they become words. Watch your words for they become actions. Watch your actions for they become... habits. Watch your habits, for they become your character. And watch your character, for it becomes your destiny! What we think we become."

Margaret Thatcher in the movie, “The Iron Lady”

Costs of Bullying Productivity decreases from missed work

and illness. Replacing staff members that leave as a

result of bullying. Cost of training new staff.

Work effort being displaced as staff cope with bullying incidents.

Costs associated with investigations of ill treatment and potential legal action.

How Bullying Affects People High Stress; PTSD Post Traumatic Stress

Disorder Financial problems due to absence Reduced self-esteem Musculoskeletal problems Phobias Sleep & Digestive disturbances Increased depression/self-blame Family tension and stress Stress about going to work

Employees: Regain control by: recognizing that you are being bullied;

Talk to friends/family as they may give you strategies Realizing that you are NOT the source of the problem; and Recognizing that bullying is about control, and therefore

nothing to do with your performance Take Action by: Diary details, obtain copies of the paper

trail of emails and evaluations, video Expect the bully to deny and perhaps misconstrue your

accusations. The bully may become defensive-Have a witness

Stay Calm. Be confident. Body Language. Stand tall. Eye Contact. Share Facts and Feelings. Push back respectfully.

Stand Up for Others - State your observations. Share your concerns. Explain the impact of the behavior. Include bystanders in written policies.

Commit to Next Steps - Review district policies. Document actions and responses. Involve HR or Administration. Formalize your complaint.

Responses – Vague One Word Answers Oh? Maybe… Really? That’s interesting… Tell me more That’s interesting… Why would you say that? That’s interesting…Why would you say that to

me? That’s interesting…Why would you do that? That’s interesting…Why would you ask that? The more you say the less control you are

perceived as having… Less is More… Surrender (Stop & Walk) Throws Bully Off

Solutions Focus on their behavior NOT on how it makes

you feel. Use the word “You” instead of “I” focusing on

their behavior. “You need to treat me with respect during meetings. You need to stop raising your voice and swearing.”

Team up with others to confront the behavior. Show a positive attitude. Show they cannot

get to you.

Voluntary Employer Efforts Why Not Simply Allow Voluntary Employer

Efforts to Stop Bullying? When employers are told about the

bullying in their organizations, nearly half (44%) do nothing, while 18% actually worsen the situation by retaliating against the individual(s) who reported it.

Healthy Workplace Bill

Employers Create a zero tolerance anti-

bullying policy such as Beaver Dam School District or Marathon County (Fulton County, 2012)

Address Bullying Behavior Immediately

Reassign the bully if necessary Take complaints seriously Encourage Reporting!!!!! Improve management’s ability and

sensitivity towards dealing with it.

Benefits of Addressing Disruptive Behavior Improved staff satisfaction and retention Enhanced reputation for the District Creates a culture of professionals Important role models Reduced liability exposure and improve

risk management A more civil, productive and desirable

workplace.

Power in One Voice If you are aware of bullying and do not

take action, then you are accepting a share of the responsibility for any future abuses. This means that witnesses of bullying behavior should be encouraged to report any such incidences. Individuals are less likely to engage in antisocial behavior when it is understood that the organization does not tolerate such behavior.

No Jerk Policy!

Jonathan Martin - NFLWhat did the NFL do correctly? Took the claims of workplace abuse seriously. Initiated an independent investigation. Acted in a timely manner.

What did the Wells’ investigation team do right? Gathered extensive data and information. Did not discount Martin’s allegations of workplace abuse because

of his previous history of depression and being bullied in school. Displayed transparency about their procedures, thinking,

and decision-making.

Organizational leadership is critical to stopping workplace bullying, mobbing, and abuse. In the case of the workplace abuse of Jonathan Martin, the NFL’s response and the conduct of the investigation by Ted Wells and his team offer a number of best practices for responding to allegations of workplace abuse that can be followed by other organizations.

Administration Tips ENCOURAGE everyone to act in a respectful and

professional manner Have a policy that includes a reporting system. EDUCATE everyone that bullying is serious TRY TO WORK OUT solutions before it gets serious or out

of control EDUCATE everyone about what is considered bullying,

and whom they can go to for help TREAT all complaints seriously, deal with them promptly

and confidentially TRAIN SUPERVISORS & MANAGERS in how to deal with

complaints and potential solutions. Have an impartial 3rd party help with the resolution if

necessary.

Questions & Answers

Thank You for your Time!

Jodi L. TraasCommunity

Insurance Corporation (CIC)

Jodi@aegis-wi.com