The constant push towards change and innovation can create the perfect conditions for bullying and harassment – here’s how HR can prevent it
While taking the step to implement policies that prevent bullying and harassment in the workplace is important, Matthew Robinson, partner & solicitor at FCB Group, warns that more should be done than just ‘ticking and flicking’ – ticking the box and flicking the document into its appropriate file.
“Workplaces are dynamic, because there is a constant turnover not only of personnel but also of their personal aims, desires and circumstances,” he said.
For instance, a model employee can change their behaviour if the situation at home becomes worse or there are sudden structural or operational shifts at work.
“A change in leadership can transform the way the individuals in a team interact and thus affect the quality of the work being undertaken. A team restructure can have the same effect.”
These types of changes can pave the way for a spike in workplace bullying. In order to prevent this type of negative trend in a changing workplace, Robinson suggested the following steps: