How To Stop Psychological Abuse
How to stop psychological abuse at work, once an organisation has identified it, rests on a judgement most organisations avoid making. Can the person responsible change?
Where it is capability. A manager who has never been trained, is under pressure, and is managing badly rather than deliberately. Coaching, direct feedback and close supervision can work, and often do.
Where it is pattern. Someone who has had this feedback before, from different teams and different roles. Coaching has usually been tried, and the behaviour returns once attention moves elsewhere.
The second case is where organisations lose their nerve, particularly when the person delivers results or holds knowledge nobody else has.
At that point separation from the team is the responsible option, and every month of delay is a month of harm to people who cannot leave the situation themselves.
Safe Work Australia covers officer duties. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s psychological safety course and workplace bullying course.
How To Identify, Prevent, And Respond To Psychological Harassment In The Workplace
Here’s an uncomfortable truth: Australia ranks among the worst countries globally for workplace harassment. According to the Lloyd’s Register Foundation World Risk Poll, nearly half of all Australian workers (49%) have experienced some form of workplace violence or harassment in their lifetime, more than double the global average of 21%. Let that sink in for […]
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