Workplace Bullying Training For Managers

Workplace bullying training for managers is often written as though managers are the risk. The more common problem is the opposite one.

Managers who fear a bullying complaint frequently 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.

What resolves this is teaching reasonable management action properly. Allocating work, setting standards, managing performance and giving critical feedback are not bullying when done reasonably and in a reasonable way.

What makes it reasonable is largely procedural. Consistent standards across the team, an evidence base rather than an impression, notice and a chance to respond, proportionate consequences, and a written record.

Managers who do those five things can manage firmly and still be on solid ground if a complaint follows. Teaching that is more useful than another list of prohibited behaviours.

The Fair Work Ombudsman covers stop bullying applications. This is general information rather than legal advice.

See Sentrient’s workplace bullying course for managers and performance improvement plans.