Workplace Bullying Training
Workplace bullying training has a failure mode that is rarely anticipated. Delivered as a list of prohibited behaviours, it produces managers who stop managing.
Poor performance goes unaddressed for years. Feedback becomes so soft it carries no message. The rest of the team absorbs the work and eventually leaves. None of that appears as a bullying problem, and all of it is caused by the training.
What prevents it is teaching reasonable management action properly, and what makes it reasonable. Consistent standards across the team. An evidence base rather than an impression. Notice and a chance to respond. Proportionate consequences. A written record.
Managers who do those things can manage firmly and remain on solid ground if a complaint follows. That is more useful than another list of prohibitions.
The Fair Work Ombudsman covers the framework. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s bullying course for managers and performance improvement plans.
7 Steps to Investigate a Complaint of Workplace Bullying
Quick Answer To investigate a complaint of workplace bullying, plan the inquiry first, then interview the complainant, respondent and witnesses separately, gather other evidence, put the allegations to the respondent in writing, decide whether each allegation is substantiated, and take proportionate action. Keep the process confidential, make no assumptions about the outcome, and record every […]
New Compliance Course Released: Preventing And Responding To Workplace Bullying For Supervisors And Managers
Sentrient is proud to release the new Preventing and Responding to Workplace Bullying for Supervisors and Managers online course as its latest online course that forms part of a series of online compliance courses to help supervisors and managers take proactive steps to mitigate against breaches of safety, invasion of privacy, and incidents of bullying, […]
The Duty Of A Supervisor And Manager To Eliminate Workplace Bullying
Quick Answer: A supervisor or manager carries personal exposure on workplace bullying that sits separately from the organisation’s. You can be named by name in a stop bullying application, with your own form to respond to. You can be personally liable under the Fair Work Act if you were involved in a contravention. And you […]
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