Workplace bullying seems to be a growing trend. There are scores of extremely informative, but sobering articles on the topic:
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So it’s not surprising that a 2012 Career Builder Survey of 3,800 employees nationwide found that:
- 35% of the 3,800 workers survey felt that they had been bullied on the job
- 16% experienced health related issues
- 17% deemed that enough is enough and left their jobs
What can you do as an employer to stay ahead of workplace bullying? The Employment Discrimination Report Blog offers some tips on how to reduce bullying in the workplace as shared by workplace consultant Jason Carney in the article, “Workplace Bullying Can Result in Lower Productivity“:
- Have a good management team in place that can spot this bullying “a mile away.”
- Be on the lookout for office gossip, a major indicator of bullying (more on that soon), and try to reduce harmful gossip by making employees aware of its damage.
- Conduct sensitivity training for all employees, and training specifically on workplace bullying for managers.
- If workplace bullying has indeed occurred, an employer should help the victim gain access to an employee assistance program (“EAP”) – which can provide free counseling sessions, and an anonymous third-party reporting mechanism.
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