1. People are often hesitant to make a complaint; why do you think this is?
People are hesitant to complain because they believe that the actions taken against the bully will just be a formality or no actions will be taken at all. However, after Brodie's Law now regulates the type of actions a company should take against the bullies, workplace bullying is on a sharp decline, much to everyone's joy.
Despite these laws, people are still scared to go up to line managers to report bullying.
This may be due the following reasons:
They're afraid nothing will happen.
They're confident that the complaint wont be taken seriously.
They're scared of getting a bad reputation.
They're worried about appearing incompetent or labelled a troublemaker.
They're scared of being humiliated.
They are reluctant to get the perpetrator into trouble.
They're scared of feeling alone or isolated.
They're scared of being left out and finally,
They believe that they can be humiliated in front of their employees.
2. Is it possible for people who file complaints to be victimized beyond the original incident? How could this happen?
Yes, I can certainly see that happening. The bully can be disgruntled by the knowledge of the complaint made against them and if they are the type that feel they have got nothing to lose and the fear of the loss of their job is non existent, they might actually retaliate.
Another way that this can go down is that the employees who have a close work relationship with the bully can be bullies themselves after learning about the complaint. The workplace behavior might actually change and this might put the victim in a much more cornered mental state.
3. What are some ways organisations and individual managers can help people feel more comfortable to make a claim?
Managers and bosses as well as organisations can help employees feel more comfortable if they ever need to submit a claim in the following ways:
Hold regular conversations and consultations with Health and Safety Representatives, stakeholders and employees alike.
Setting the workplace standard, setting rules and policies against bullying.
Developing and implementing safe working systems with proper heirarchy and everyone to be trained accordingly.
Implementing bullying procedures and making sure everyone is aware of the values and policies against bullying.
Developing good workplace environment by using good man management skills, bonding exercises and teem meetups.
Setting proper training methods, help and assistance hotlines and confidential chats over the phone to ensure the identities remain unknown, if that is any help.
Prioritising measures that foster and protect the psychological health of employees.
A manager can ensure that employees treat each other with full respect and dignity with good management practices and events like team bonding sessions, meetups and cultural sessions in case of a multicultural workplace.
Making sure everyone knows the policies against workplace bullying and adheres to them.
Making sure all the training have been provided to the employees regarding bullying, mental health and workplace behavior.
People are hesitant to complain because they believe that the actions taken against the bully will just be a formality or no actions will be taken at all. However, after Brodie's Law now regulates the type of actions a company should take against the bullies, workplace bullying is on a sharp decline, much to everyone's joy.
Despite these laws, people are still scared to go up to line managers to report bullying.
This may be due the following reasons:
They're afraid nothing will happen.
They're confident that the complaint wont be taken seriously.
They're scared of getting a bad reputation.
They're worried about appearing incompetent or labelled a troublemaker.
They're scared of being humiliated.
They are reluctant to get the perpetrator into trouble.
They're scared of feeling alone or isolated.
They're scared of being left out and finally,
They believe that they can be humiliated in front of their employees.
2. Is it possible for people who file complaints to be victimized beyond the original incident? How could this happen?
Yes, I can certainly see that happening. The bully can be disgruntled by the knowledge of the complaint made against them and if they are the type that feel they have got nothing to lose and the fear of the loss of their job is non existent, they might actually retaliate.
Another way that this can go down is that the employees who have a close work relationship with the bully can be bullies themselves after learning about the complaint. The workplace behavior might actually change and this might put the victim in a much more cornered mental state.
3. What are some ways organisations and individual managers can help people feel more comfortable to make a claim?
Managers and bosses as well as organisations can help employees feel more comfortable if they ever need to submit a claim in the following ways:
Hold regular conversations and consultations with Health and Safety Representatives, stakeholders and employees alike.
Setting the workplace standard, setting rules and policies against bullying.
Developing and implementing safe working systems with proper heirarchy and everyone to be trained accordingly.
Implementing bullying procedures and making sure everyone is aware of the values and policies against bullying.
Developing good workplace environment by using good man management skills, bonding exercises and teem meetups.
Setting proper training methods, help and assistance hotlines and confidential chats over the phone to ensure the identities remain unknown, if that is any help.
Prioritising measures that foster and protect the psychological health of employees.
4. 4. What can managers do to create a culture where people feel safe to stand up for their rights to equal treatment being treated with respect and dignity?
Similar to the previous question, this one follows the same pattern.A manager can ensure that employees treat each other with full respect and dignity with good management practices and events like team bonding sessions, meetups and cultural sessions in case of a multicultural workplace.
Making sure everyone knows the policies against workplace bullying and adheres to them.
Making sure all the training have been provided to the employees regarding bullying, mental health and workplace behavior.
Fin Finally, setting the standard on clear, concise and confidential chain of complaint handling will give the employees confidence on handling bullying or any other workplace misdemeanors against them.
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