How To Prevent And Respond To Workplace Bullying
How to prevent and respond to workplace bullying describes two separate systems, and most organisations build only one of them.
Responding is a complaints system. Policy, reporting routes, investigation, outcomes. It starts when somebody raises something, and it is what almost every organisation has.
Preventing is a risk system. It starts before anyone complains and it looks at conditions rather than conduct. Role clarity, workload, reporting lines, how exceptions are handled, and where power concentrates without oversight.
An organisation with only the first can handle a complaint well and never reduce the number of them, because nothing upstream has changed.
Work health and safety law now expects the second as well. Psychosocial hazards must be identified, assessed and controlled, not simply responded to once someone reports.
Safe Work Australia sets out that duty. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s risk management system and bullying course for managers.
6 Considerations for Supervisors and Managers When Responding to Workplace Bullying
As a manager, you have a responsibility to intervene as soon as possible after suspecting or becoming aware there is unreasonable behaviour happening in your workplace. Here are six things to consider when responding to workplace bullying. Is The Behaviour Bullying or Not? The precise nature of the behaviour should be understood prior to developing […]
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