Workplace Bullying: Identification and Resolution
Bullying is unreasonable behaviour that is directed against an individual or group by another individual or group and is derived from the misuse of power. However, employees often confuse it with criticism or monitoring which are important aspects of work and productivity. At the same time, using criticism to threaten, disgrace or target someone would be considered bullying. Bullying is often not visible as it mostly psychological in nature. Hence it is important for stakeholders to understand what constitutes bullying. Identification is as important as resolution.
Bullying is also different from harassment. While bullying often constitutes repeated patterned behaviour over a period of time, harassment could be instance specific.
For identification of bullying behaviour, workplace managers should educate themselves and their teams about types of actions and behaviours that might constitute workplace bullying. One should also keep open communication within teams so as to ensure that no individual is targeted or becomes a victim. Communication about bullying behaviour and their repercussions also aids in sensitizing stakeholders.
Bullying can have serious impacts on the physical and mental health of individuals. Workplaces with bullying can also face decreased productivity and morale, increased attrition and absences from work, reduced trust and loyalty from employees.
Our Code clearly specifies that employees are expected to not engage in bullying. This may include:
- Verbal abuse, shouting
- Mental abuse through actions (e.g. excluding or isolating behaviour)
- Deliberately withholding information vital for effective work performance
- Giving employees impossible assignments
- Physical abuse
Employees or stakeholders can reach out to their respective HR or Business Heads or the Ombudsperson’s office in case of any assistance related to workplace bullying. Communication on various channels to reach out are regularly undertaken.