Collaboration, inclusion and support make for a happy workplace. They also create an environment in which bullying does not thrive. Naledi Mokoena, educational psychologist and lecturer, explains how to tackle bullying in the workplace in a proactive and decisive way, with the emphasis on resolution. This is part two of a two-part newsletter – the first part tackled identifying bullying at work.
Preventing bullying before it happens is essential, which means making each person feel part of something bigger than themselves. It is the responsibility of leaders and managers across any organisation to protect vulnerable people in the workplace. One way of doing this is to foster and encourage collaboration and inclusion, ensuring people see how important their co-workers are in achieving departmental goals.
Naledi explains, “When I see clients who are being bullied, it is largely about isolation, where people are made to feel some sense of shame, and their vulnerabilities and differences are highlighted. It becomes a ‘me versus them’ dynamic.” She says that when an organisation’s culture emphasises how its people are like pieces of a puzzle and need each other to complete the picture, the chances of someone being bullied or othered is lessened.
“Preventing a bullying environment from forming also means moving away from leadership styles that are authoritarian, as this sets an example. Leaders who use harsh words to get people to achieve their key performance areas may lead to results in the short-term, but ultimately causes personal harm and makes it easier for others to repeat the same pattern,” she points out.
“Think about people’s leadership and management styles, and work on changing these from ‘old school’ thinking to a space where mental health matters. Demonstrate that you can still achieve results and positive outcomes in a more inclusive manner without emotional damage.”
Ways to prevent bullying:
Naledi says, “People are fearful of a bully. Research shows that 21% of bystanders will join in as a way of protecting themselves from being lumped in with the victim; 54% will do nothing to intervene and simply watch, again scared that the bullying will be redirected towards themselves; and only 25% will step in and protect the victim.”
Can you move a bystander to someone who will help address the situation? Yes, says Naledi: when staff see that preventing bullying is taken seriously, and they can report bullying and retain confidentiality where appropriate, they will feel more empowered to intervene.
Staff can also be empowered to support each other in less obvious ways every day:
“There is a lot of value and personal satisfaction in being the person who does something, even something small, on a daily basis to prevent bullying and help potential or actual victims,” Naledi notes.
