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Monthly Archives

December 2015

Webinar: Don’t let workplace bullies push your business around

By | Workplace bullying | No Comments

Here’s a 90-minute webinar I did on the topic of workplace bullying in partnership with EBI.

It will help you define workplace bullying, discern between workplace bullying and harassment, and make a business case for ending workplace bullying. Most importantly, it will provide you with some steps you can take immediately to start removing workplace bullying from your organization.

The webinar is 90 minutes long – pour a cup of coffee, get your notepad and pen ready, and enjoy.

Choosing to Tackle a Workplace Bully

By | Workplace bullying | No Comments

Sometimes there are moments in an employee’s professional life when he or she encounters a workplace bully.  The degree of abusive may vary depending on the situation.  Sometimes workplace bullying can be very subtle, however, there are instances where the negative behavior would be very obvious.

For employees who were bullied at work, standing up against the bully may be a step that a few would loathe to do.   Either they fear retaliation or would rather stay quiet about the workplace bullying.  They may also be hesitant to confront the bully over worries that it may cost them their jobs.  However, there comes a time when bullied employees would opt to quit their jobs in order to remove themselves from the stressful working environment.

Although at the other end of the spectrum are employees who would rather confront the workplace bully over their abusive conduct.  This approach can be very tricky.  Sometimes it yields positive results in which the bully will stop his or her negative behavior.  But, there are also instances in which it may backfire and the employee would experience more bullying at work or be subjected to further humiliation.

What’s key is for the bullied employee to assess the situation and approach a mentor, manager or their HR team about the workplace bullying.  However, there are times when a discussion with the workplace bully is needed.  More often than not, some are not even aware that they’re turning into a bully.


To learn more, click here to read the full article.

The Realities of Adult Bullying which Happens in the Workplace

By | Workplace bullying | No Comments

There’s an interesting report at Yahoo!Health which made mention of adult bullying, its realities and how GOP candidate Donald Trump and his social media tirades against other people.  One of the latest is Trump’s Twitter posts criticizing Fox News anchor Megyn Kelly.  The report cited how many people compared Trump’s behavior to that of a school bully all throughout his presidential campaign.

While most people would think that bullies are only present in at school or a playground, the harsh reality is it exists even in the workplace.  Adult bullying or workplace bullying has become prevalent over the years.  It can happen in any industry or profession.  Employees who experienced being bullied at work would find themselves under constant attack from an abusive boss or co-worker.  The attack need not be physical.  More often than not, it involves the use of highly critical words and even subtle actions which sometimes makes it difficult to assess whether a situation would fall under the category of workplace bullying.  It also makes it even harder to prove, on the part of the victim, that he or she was targeted by a workplace bully.

But going back to the Yahoo! report, it pointed out that while Trump and Kelly are not co-workers, they do have a professional relationship.  That is of a reporter and candidate or a journalist and subject.  Trump’s social media posts may seem scathing for some, however, other people may view it as an aggressive action that is reminiscent of a bully.


Click here to read the full article.

Civility Training Program Now Required to Healthcare Companies

By | Civil & Healthy Workplaces | No Comments

The Joint Commission has now recommended that all accredited healthcare companies undergo civility training programs so as to handle and prevent incivility in the said workplace. The requirement aims to prevent incivility, define the problem and identify consequences through policies, and train employees to become civil at work.

Accordingly, civility training in healthcare institutions provide not just a mere anti-bullying corporate policy. It furthermore teaches healthcare employees to be self- aware, instill integrity, provide communication skills training, feel the sense of ownership in the workplace, and empower oneself to solve problems.

Such civility training program is unique as it immerses participants in a fun and engaging way. An excellent approach for workplace bullying solutions is by having an important and serious matter be addressed in a fun and exciting way.

The civility training program prescribed by the Joint Commission is for all healthcare employees, both clinical and non-clinical, which they positively believe will benefit everyone in the organization. Participants may choose from a variety of module packages which include the exact quantity of books which shall be needed to train the entire organization. The organization will also receive a Companion Instructor’s Manual.

To learn more, click here for full article.

Tips on Building an Animosity-free and Civil Workplace

By | Civil & Healthy Workplaces | No Comments

Whenever an organization faces a tight market combined with stagnant wages and less opportunities for personal improvement, it leaves workers frustrated. Animosity between coworkers stem out from personal conflicts, different work approaches, or amplified competitions, threatening a civil workplace from existing. These circumstances may lead to numerous workplace problems such as decreased productivity and hostility.

In a corporate scenario, unresolved conflicts may lead to violence. And violence rooting from animosity or lack of civility at work represents the extreme organizational conditions. “The more pervasive problem resulting from animosity and conflict is workplace incivility, which can take the form of nasty or demeaning notes, child-like treatment, and unreasonable requests.” Incivility might result to a toxic workplace setting in which results could just be as devastating as workplace violence.

It is rather wise to face these problems and think of workplace bullying solutions than running away with it. One can create a civil and animosity-free workplace by socializing with coworkers, checking one’s problems, keeping an open communication, dealing with people you do not like, and staying away from office gossips and politics. Bringing a piece of home to the office and taking a vacation might also help in loosing down one’s personal tension.

To learn more, click here for full article.

Subtle Signs of Workplace Bullying to Take Note of While Building a Civil Workplace

By | Workplace bullying | One Comment

It was reported that one out of four employees is affected by workplace bullying which threatens civility at work. Furthermore, there is also a misconception that bullying is always overt, as there are times and situations where bullying behavior can be subtle, slow, and insidious which, most of the time, goes off undetected.

The problem with bullying is that the perpetrator has the intention to control the target’s behavior usually for personal gains, agenda, or self-serving motives. They often use a variety of subtle and not so subtle ways to control others emotionally, psychologically, and even physically. And an organization should be aware of the negative impacts of bullying and must think of workplace bullying solutions immediately.

In building a civil workplace, it is essential to take note of subtle signs of bullying in order to prevent such issue from ever happening. These subtle signs include deceit, intimidation, isolation, ignoring, rationalization, minimization, diversion, guilt, undermining, mood swings, blaming, and seduction. Some even pit employees against each other, withhold information, changing expectations, or create a feeling of uselessness. Identifying these subtle signs would be essential in drafting an anti-bullying corporate policy or laying down several workplace bullying prevention programs.

To learn more, click here for full article.

Positive Solutions Toward a Civil Workplace

By | Civil & Healthy Workplaces | No Comments

Workplace bullying is any repeated, inappropriate behavior which may be directed towards anyone; a worker, a boss, a customer or client, or a third person at work, which threatens health and safety. It may involve verbal abuse or physical violence, and furthermore, it can be active or subtle, and can be carried out directly or indirectly. Nevertheless, bullying threatens civility in the workplace.

Even a single unacceptable act may constitute bullying, because it can develop into a repeated pattern which may become part of the work culture and hinders an organization from building a civil workplace. While people are bound by different opinion, conflict and problems may be part of the typical working life. However, if it turns to be unreasonable or offensive, then it constitutes workplace bullying.

It can be noted that workplace bullying can be stopped. How bullying is handled depends on the nature of bullying or a particular work environment. While every situation is different, there too, are many different ways on how to address bullying. Informal and formal procedures and workplace bullying solutions can be resorted to per se. The informal procedures include checking for an existing workplace policy, seeking advice, keeping a record of incidents, confronting the bully, or seeking counseling services. On the other hand, formal procedures include a proper grievance and redress system and legal complaints.

Engage Civility at Work with the Veteran Affairs’ CREW Initiative

By | Civil & Healthy Workplaces | No Comments

The United States Department for Veteran Affairs has established ‘Civility, Respect, and Engagement in the Workplace’ or CREW, which was established in 2005 as a response to employee feedback claiming that their job satisfaction have been affected by low levels of civility at work. CREW’s goal is to encourage workplace civility and improve the climate at work.

Facilitators regularly meet with identified groups to work with them with the intent of building a civil workplace. Discussions, problem-solving efforts, and exercises and activities are done as to improve how participants relate to one another.

While there is no manual for CREW, it is made sure that the initiative is structured similarly as each facility would identify a CREW coordinator to organize the meetings. Research conducted by CREW, on the other hand, found out that there are several factors which affect workplace civility and are of importance to administrators, clinicians, and non-clinical staff. These factors include overall job satisfaction, intent to stay in a particular position, reduced sick leave usage, fewer complaints, and better work outcomes.

Those who are interested in the CREW initiative as part of an organization’s anti-bullying workplace solutions, one may contact the National Center for Organization Development.

To learn more, click here for full article.

Build a Civil Workplace by Recognizing the Signs of Bullying in the Workplace

By | Civil & Healthy Workplaces | No Comments

As disappointing as it can be, bullying does not end after graduating from school, as a more serious form of bullying could be experienced in a workplace setting which threatens civility at work. However, it is also to be noted that not all forms of intimidation or reprimanding constitutes bullying. In the military, aggressive behavior among superiors would be necessary in order to push trainees to their limits through tough physical and mental tests.

However, it is a whole new story outside military camps. Being bullied at work is very different from aggressive behavior in the military; moreover, workplace could be a lot subtler and hard to detect.

According to researchers, there is a fine line between strong management behavior and abusive behavior. While constructive feedback are essentially necessary for the development of the organization, cases of abnormal unreasonable treatment or remarks which could cause physical or mental harm to the victim definitely constitutes bullying and the need for an anti-bullying corporate policy.

Aside from thinking of workplace bullying solutions, it is important to detect bullying earlier as to employ a proper remedy before it gets worse. For instance, one should be familiar with the signs of bullying in the workplace. These signs include finding oneself constantly being screamed at, having colleagues spread false stories against you, you experiencing sabotage, your mistakes getting highlighted, you are being socially ignored, your privacy is being intruded, you get unnecessary or excessive punishments, receiving offensive jokes, and experiencing physical abuse.

To learn more click here for full article.

Workplace Bullying: Who is Responsible? What Can You Do?

By | Workplace bullying | No Comments

If an act constitutes a behavior which is physically, mentally, or socially threatening, then it is workplace bullying. Sometimes, it even constitutes a crime. And since it was shown that workplace bullying affects productivity, it is someone’s responsibility to act against bullying. But whose responsibility is it?

Basically, it is everyone’s responsibility to stop bullying at work, including the employee, employer, and if necessary, the police. All people, whether at work or not, has the responsibility to prevent, or at least, stop bullying. Everyone should have the responsibility to ensure that they themselves would not cause threat or intimidation to others. Furthermore, it is the employers’ responsibility to stop adult bullying by providing a safe workplace where anyone is free from bullying and intimidation. Also, when you see someone being bullied at work, you also have the responsibility to stop such conduct.

When you or anyone else is experiencing being bullied in the workplace, one may consider checking your organization’s policy on bullying and harassment. You may also consider talking to people you trust, to the HR, to your employer, or to the bully himself. However, if the problem cannot be resolved by talking, one can now talk to the Fair Work Commission for proper action.

To learn more, click here for full article.