WORKPLACE bullying undermines not only the well-being of individuals but also the productivity and morale of organisations.
The abuse manifests itself in intimidation, exclusion and harmful behaviour, creating a toxic environment that hinders progress and stifles talent.
No one should have to face such hostility in the workplace.
So employers and employees must take active steps to identify, address and prevent this damaging behaviour.
Here are ways to tackle the bullying:
1. Clear anti-bullying policies
Every organisation should have a well-documented, zero-tolerance policy against bullying.
The policy must provide examples of unacceptable behaviour and outline steps to report incidents.
It should be communicated regularly to employees.
2. Create a culture of respect and inclusivity
Leaders must actively encourage communication, collaboration and mutual respect, making it clear that any form of bullying will not be tolerated.
Creating teams that embrace diversity helps break down prejudices that often lead to bullying.
3. Establish confidential reporting mechanismsEmployees need to feel it is safe to report bullying incidents. Establishing reporting systems that allow workers to voice their concerns without fear of retaliation is vital.
An independent human resource or third-party system could handle cases impartially, ensuring that all complaints are investigated promptly.
4. Conduct regular training and awareness programmes
It is essential that employees undergo regular training on how to identify and prevent workplace bullying.
Training managers to intervene early when they spot potential issues can reduce the chances of bullying escalating.
5. Support for victims
This could include counselling, peer support groups and professional guidance to help the victims regain their confidence and feel secure in the workplace.
An empathetic environment can prevent victims from feeling isolated and overwhelmed by their experiences.
6. Accountability for bullies
Organisations should ensure there are clear, consistent consequences for bullying, including disciplinary action, and these should be applied fairly, regardless of the individual's position in the company.
7. Promote leadership that champions change
Leaders set the tone for workplace culture. Organisations must prioritise developing leadership that not only rejects bullying but actively works to create a positive, respectful environment
8. Ongoing monitoring and feedback
Organisations should regularly assess the workplace environment to identify emerging issues related to bullying.
This can be done through anonymous surveys, feedback channels and periodic evaluations of company culture.
Eliminating workplace bullying is not simple, but it is a task we must all commit to.
By fostering environments rooted in respect and support, we not only protect the well-being of employees but also build a stronger, more effective workforce.
TAN SRI LEE LAM THYE
Kuala Lumpur
The views expressed in this article are the author's own and do not necessarily reflect those of the New Straits Times