In the last two posts we discussed how to deal with intimidation and harassment from co-workers and supervisors.
At the crux of the problem: management or supervisors are the most common offenders, and their bullying actions leave the recipient in a precarious employment position. Since many bullies are operating within the realm of “standard practices” in their organizations, victims often speculate that they may deserve the criticisms, or are simply too embarrassed, hesitant or fearful to confront the harasser.
What can be done to alleviate the problem? “If an honest, calm discussion with the person responsible does not resolve the issue, then an employee has to consider their options.” says Shane. “While a frank discussion is sometimes all that’s needed, such conversations sometimes result in an employee’s concerns being brushed aside or ignored completely. That’s when the victim needs to consider taking more assertive action.”
In the the next post we will discuss how Allison and Taylor can help in this situation.
To find out more about workplace bullying and the steps you can take to prevent or eliminate it, please visit Allison & Taylor Reference Checking.