Workplace bullying is a lot more common than people think, It’s often underplayed in serious conversations or slid under the table as not a ‘real’ issue. But that’s not the case.
Reports have confirmed that workplace bullying actively harms employees’ well-being and their productivity. In Poland, over half of young workers have reported experiencing bullying at work. Highlighting the need for urgent and more effective HR strategies to create safer workplaces.
Understanding Workplace Bullying
Workplace bullying is the repeated intimidation or humiliation of another employee. This includes: verbal abuse, exclusion, harassment, or spreading malicious rumors. Unlike the occasional conflict in the workplace, bullying is identifiable by its persistence. Repeated malicious actions that lead to a hostile work environment for victims.
Legal Developments in Poland
There is good news for the victims of workplace bullying. Poland is working on new anti-bullying legislation that will require employers to implement preventive measures and thoroughly investigate complaints. Keeping up to date with this legislation will help companies and their HR departments tackle workplace bullying. With this new legislation, It’s important for companies now to maintain compliance and protect their workforce.
The Impact of Ignoring Bullying
There are distressing results if you leave workplace bullying unaddressed:
- Decreased Productivity: Victims will typically become disengaged from their work, leading to more mistakes and lowered productivity.
- Increased Turnover: Some employees may quit in their desperation to escape a toxic environment.
- Legal Risks: With Poland’s newly proposed anti-bullying laws, companies can now face lawsuits and fines for not providing adequate protection.
- Reputational Damage: Publicized bullying cases can harm one’s reputation, which makes recruitment efforts more difficult and hurts morale.
Proactive Steps for HR
- Develop a Clear Anti-Bullying Policy
- Define Bullying: Provide clear examples of unacceptable behavior.
- Outline Reporting Procedures: Give employees a safe and easy way to confidentially report incidents.
- Specify Consequences: Clearly state the repercussions of bullying.
- Align with Legal Standards: Make sure your policy complies with the most up-to-date Polish law.
- Communicate the Policy: Inform all employees of the policy during onboarding and through regular reviews.
- Define Bullying: Provide clear examples of unacceptable behavior.
- Train Employees
- Raise Awareness: Educate staff on recognizing the signs of bullying and preventing it by reporting it.
- Train Managers: Provide training early and often to address bullying.
- Encourage Intervention: Encourage bystander intervention to prevent escalation.
- Raise Awareness: Educate staff on recognizing the signs of bullying and preventing it by reporting it.
- Establish Safe Reporting Channels
- Provide Multiple Avenues: Offer different ways to report bullying, including anonymous hotlines and third-party platforms.
- Zero Tolerance: Emphasize that any retaliation against those who report bullying will not be tolerated.
- Provide Multiple Avenues: Offer different ways to report bullying, including anonymous hotlines and third-party platforms.
- Investigate Promptly and Impartially
- Swift Action: Address reports as they come.
- Unbiased Investigation: Assign neutral parties to handle investigations to avoid bias.
- Maintain Confidentiality: Protect the privacy of all individuals involved.
- Swift Action: Address reports as they come.
- Support Victims but Address Perpetrators
- Provide Resources: Offer counseling and other support services to victims.
- Enforce Consistent Consequences: Apply appropriate disciplinary actions for bullies. However, also be sure to provide a route to rehabilitation.
- Provide Resources: Offer counseling and other support services to victims.
- Monitor and Adapt
- Regular Assessments: Use surveys to gauge workplace culture.
- Track Incidents: Keep records of bullying reports to analyze patterns.
- Refine Policies: Continuously improve policies based on the feedback you receive.
- Regular Assessments: Use surveys to gauge workplace culture.
Conclusion
HR plays one of the most important roles in preventing workplace bullying. The best way to accomplish this is through clear anti-bullying policies, education, and offering support. The goal is for HR to create a workplace environment that feels safe and respectful for all employees in the workforce.
At Verita HR, we partner with organizations to help with workplace bullying and other workplace concerns. From policy development to conflict resolution training, our expertise will allow you to tackle bullying and build workplace confidence with ease.
At Verita HR we are ready and available to help organizations adapt to challenges in the worplace. You can talk to the specialists at Verita HR who are all kept up-to-date on the most important topics and trends to affect the Polish and global job markets.
Verita HR offers services including RPO | Permanent Recruitment | Outsourcing | Media Services
#Bullying #Wellness #Inclusion #MentalHealth #HumanResources #VeritaHR #Poland
