Mean Girls and Bad Boys Dealing with Bullies in the Workplace 2014 All Rights Reserved Human Resource Management Services, LLC Jodi Schafer, SPHR Human Resource Management Services 517/974-8033 www.HRMServices.biz

Agenda Defining bullying Identifying bullying Harassment verses bullying Managing a bully Working for a bully 2014 All Rights Reserved Human Resource Management Services, LLC

What is a bullying? Bullying is the intimidation or tormenting of others in the work place. It is generally emotional and includes behaviors that undermine, intimidate, embarrass, or humiliate. 2014 All Rights Reserved Human Resource Management Services, LLC

What is bullying? Bullying is defined by the Workplace Bullying Institute as: “Repeated, health harming abusive conduct committed by bosses and co-workers.” “Repeated mistreatment: sabotage by others that prevented work from getting done. Verbal abuse, threatening conduct, intimidation and humiliation.” 2014 All Rights Reserved Human Resource Management Services, LLC

Why bully? It is about power and control! To get people to do what they want They want to control the people they bully They want to control the people they don’t bully 2014 All Rights Reserved Human Resource Management Services, LLC

Essentially – bullies bully who ever they want to. Who do they bully? Employees who are a threat to their power Employees who are not a threat to their power Employees who they don’t like Employees who they do like Essentially – bullies bully who ever they want to. 2014 All Rights Reserved Human Resource Management Services, LLC

Question: Where do bullies go when they graduate from high school? Learned Behavior Question: Where do bullies go when they graduate from high school? THE WORKPLACE! Bullying is learned behavior that has been proven successful. It starts young, is honed in middle school and high school and perfected in the work place. 2014 All Rights Reserved Human Resource Management Services, LLC

Often the behaviors are not openly aggressive. Bullying Behaviors False accusations Shunning a person Non-verbal intimidating behaviors Staring Mocking Rolling of eyes Hyper-critical Withholding of information Often the behaviors are not openly aggressive. 2014 All Rights Reserved Human Resource Management Services, LLC

Bullying Statistics If you want to know the extent of a problem - look at the statistics. A survey conducted by the Workplace Bullying Institute in 2014: 48% of workers are affected by bullying (bullied and witnessed) 69% of bullies are men 60% of the workers bullied are women (average when combining male and female bullies) 68% is female on female bullying A survey conducted by Harris revealed that only 34% of women reported being bullied 2014 All Rights Reserved Human Resource Management Services, LLC

Employers’ Reactions to Bullying 2014 All Rights Reserved Human Resource Management Services, LLC

Coworkers’ Reactions to Bullying 2014 All Rights Reserved Human Resource Management Services, LLC

Is this bullying? A long term employee plays practical jokes on new employees that are embarrassing and humiliating to the new employee. An employee is responsible for training, but they conveniently leave out important aspects of the process, causing the trainee to complete the process incorrectly. An employee hoards the best equipment and threatens anyone who tries to use it. 2014 All Rights Reserved Human Resource Management Services, LLC

Bullying vs. Harassment Harassment is a legal definition that is based upon PROTECTED CLASSIFICATIONS. Harassment/Sexual Harassment laws make it illegal to engage in conduct that substantially interferes with an individual’s work performance or creates an intimidating, hostile, or offensive working environment.

Protected Classifications Federal Laws Michigan Law – Elliott-Larsen Civil Rights Act Gender Race National Origin Color Religion Age Disability (mental and physical) Veteran Status Pregnancy Genetic Information Same as Federal PLUS: Height Weight Marital or Family Status 2014 All Rights Reserved Human Resource Management Services, LLC

Harassment Every employer must have a policy that addresses harassment Must include reporting Must conduct an investigation Easier to address 2014 All Rights Reserved Human Resource Management Services, LLC

Bullying is ‘Legal Harassment’ Harassment is bullying that attacks a person on the basis of their protected classification. Gender Religion National Origin, etc… Because typical bullying behavior is not related to an employee’s protected classification, essentially employers do not have a legal liability. 2014 All Rights Reserved Human Resource Management Services, LLC

Bullying impacts the workplace Lost productivity Turnover High absenteeism of the victims Recruiting Lost communication Negative outcomes for targets of bullying vs. perpetrators is 4:1. 2014 All Rights Reserved Human Resource Management Services, LLC

Why do manager keep bullies? They tend to give the illusion that they are the best performer They have created an environment that is toxic which impacts the productivity of the staff being bullied They control the workers and thus control the message to leadership Bullies tend to have an “entourage” who protect the bully – lest they be bullied Managers are also bullied 2014 All Rights Reserved Human Resource Management Services, LLC

Corporate policy A policy requiring cooperation, respectful communication and treatment of others. A policy addressing threatening or intimidating behavior, whether direct of implied. A policy addressing use of social media to communicate to co-workers, not allowing disparaging or threatening comments to be made about co-workers, mangers, etc. A policy that allows employees options to advise leadership of the bullying behavior in a manner that will not result in any retaliation. 2014 All Rights Reserved Human Resource Management Services, LLC

Managing a bully Establish standards of conduct for your staff and require compliance Cooperative behavior Respectful communication Honesty Hold employees accountable to uphold these standards Reinforce good behavior Address violations 2014 All Rights Reserved Human Resource Management Services, LLC

Managing a bully Know that the bullying is happening Determine if there is a policy violation Is this harassment? Is this a threat? Direct Implied What is the impact of the bullying on the health of the bullied? Physical Mental 2014 All Rights Reserved Human Resource Management Services, LLC

Pay Attention Mangers must first be aware Keep yourself accessible The behavior is going on right under your nose Watch for signs The bully controls the work environment The workforce is divided Some employees say nothing Turnover of newly hired staff 2014 All Rights Reserved Human Resource Management Services, LLC

Follow through with discipline if retaliation Pay Attention Take complaints seriously Investigate Ask questions and corroborate the statements Assure protection from retaliation for the: Complaining employee Co-worker Witnesses Follow through with discipline if retaliation of any kind occurs 2014 All Rights Reserved Human Resource Management Services, LLC

Address the behavior – of the bully Two tiered approach: Tier one From a coaching perspective to initiate a change in behavior Ask the employee What do you gain from the SPECIFIC ACT? What will you lose from the SPECIFIC ACT? Where do you go from here? Avoid using the term “bullying” 2014 All Rights Reserved Human Resource Management Services, LLC

Address the behavior – of the bully Tier two From a disciplinary perspective that will result in consequences for continuing the behavior Formal discipline Potential for termination Start the paper trail – you will need it. If anyone is going to sue you it will be the bully. 2014 All Rights Reserved Human Resource Management Services, LLC

Address the behavior – of the employee being bullied Show support for them Let them know you will not tolerate the behavior of the bully Maintain open communication Teach them how to stand up to bully Remember – they may not be the most assertive of employees 2014 All Rights Reserved Human Resource Management Services, LLC

Prevention Methods Address in the hiring process Communicate the policy Address violations immediately Swiftly and decisively Model the behavior you expect Be accessible Take complaints seriously Educate your staff, manager, supervisors 2014 All Rights Reserved Human Resource Management Services, LLC

Potential Legal Options Michigan‘s anti-stalking law prohibits the “ willful course of conduct that would cause a reasonable person to feel terrorized, intimidated, threatened, harassed or molested, and in that actually causes the victim to feel terrorized frightened, intimidated, threatened, harassed or molested.” Criminal law vs. Civil law 2014 All Rights Reserved Human Resource Management Services, LLC

Future Laws Legal remedies May increase the liability for companies May result in false claims I prefer to handle from a management perspective 2014 All Rights Reserved Human Resource Management Services, LLC

Bully Boss vs. Demanding Boss It’s about them They hold on to information and knowledge They take all the credit They don’t want you to be better than them Demanding: It’s about the job You gain information and knowledge They don’t care about credit It’s about the job, they don’t care as long as the work is done right 2014 All Rights Reserved Human Resource Management Services, LLC

Demanding Bosses Are equally hard on everyone Do not make it personal Focused on getting the job done right Focused on profit, growth, customer service, etc. Generally acts without malice 2014 All Rights Reserved Human Resource Management Services, LLC

When your boss/manager is a bully Document the incident(s) Discuss the concerns directly with him or her Understand it will do no good! Document the response Continue to document Then take it to higher powers – Knowing it may backfire… 2014 All Rights Reserved Human Resource Management Services, LLC

When your boss/manager is a bully Do not allow it to control your life Know that you are just one in a long list of bullied employees Remember you did nothing to deserve this Look for a job elsewhere 2014 All Rights Reserved Human Resource Management Services, LLC

What can you do? Why do bullies bully? Because it works Because management allows it Because it gives them power Because it gives them control DO NOT LET IT WORK! Treat employees with respect at all times Do not allow employees to bully Listen and act on complaints 2014 All Rights Reserved Human Resource Management Services, LLC

Sources Results of the 2014 WBI U.S. Workplace Bullying Survey, www.workplacebullying.org Dealing with Workplace Bullies, SHRM, Publications, Legal Report, July 1, 2011 Workplace Bullying and Disruptive Behavior: What Everyone Needs to Know. Safety and Health Assessment and Research for Prevention. Washington State Department of Labor and Industries. April 2011 Tough Boss or Workplace Bully? Teresa Daniel, H.R. Magazine, Vol 54. No. 6 June 1, 2009 2014 All Rights Reserved Human Resource Management Services, LLC