Supervisory Skills to Manage Workplace Bullies
The Workplace Bullying Institute says that 79.3 million people have experienced bullying in the workplace. The Institute says that all it takes is for one bully to be successful for the patterns and practices of workplace bullying to be established. Since workplace bullying costs businesses in lower productivity, legal fees and settlements for action or inaction by the company, supervisory skills necessary to manage workplace bullies are important job skills that managers need to have.
Supervisors need to rely on their own judgment and not rely on "hear-say" about workplace bully
This is particularly important skill for a new supervisor to develop. If you are a new supervisor and you have heard that a known workplace bully is operating as part of your team, rather than pre-judge, observe behavior for yourself . It is important to delay judgement and not rely on "hear-say" to condemn or label an employee as a workplace bully. Sometimes, as a new supervisor, you may be able to establish a new positive tone through better communication strategies and workplace bullying behavior that an employee might participate in on someone else's watch, might not take place on your watch.
Supervisors need to understand legal ramifications of bullying employees in a protected class
Supervisors who manage workplace bullies have to be aware of the legal challenges that could materialize if a workplace bully is harassing someone in a "protected class." Bullying an employee in a protected class could include discriminating against someone on the basis of race, religion, national origin, gender, or physical disability. Workplace bullies tend to be very smart sometimes about just how far to go before doing real damage. Supervisors who manage workplace bullies have to stay vigilant about additional exposure for a company that allows employees in a protected class to be bullied.
Supervisors who manage workplace bullies need to know how to manage personal stress
Sometimes the goal of the workplace bully is to cause additional stress on you as a supervisor. They are hoping that if they stress out the supervisor enough, it might cause the supervisor to limit contact with them and in some cases therefore limit the amount of work they actually are assigned to do. Supervisors who manage workplace bullies need to know how to stay focused on the productive bottom line to get the job done. If you supervise a workplace bully, try to separate personal feelings about unacceptable behavior and focus on the bottom line productivity. Speaking to a personal mentor about how to manage a workplace bully could help you with your strategy for dealing with a workplace bully who is trying to throw you off your game.
Supervisors need to use business performance management tools available to them
Supervisors who manage workplace bullies should stay very connected with their human resources department. Discuss the situation with human resources and get advice on using progressive disciplinary steps to remove abusive employees from the workplace if necessary. Document performance through performance reviews and engage the workplace bully in mediation as a way to help resolve workplace conflicts. If all documented strategies fail, the company will have legal recourse to move forward and end an employment relationship with a workplace bully.