Questions and Answers
Q: Can I get the examples that the speaker shared that describe the four levels of the Workplace Bullying Continuum?
A: You can watch the recorded webinar for additional information regarding workplace bullying. Additionally, please keep in mind that, while they are referred to as levels, the categories of bullying behavior simply offer a way to structure our thinking. Workplace bullying may or may not involve more than one of the category levels.
Q: Do you think that statements or bullying that occurs within social-media settings such as Facebook and Twitter will be grouped into workplace bullying?
A: Cyberbullying is defined as persistent and ongoing acts of incivility involving electronic information and communication technology (such as Facebook, Twitter, etc.). If statements made on social-media sites fit the definition of workplace bullying (repeated and ongoing acts of incivility with the intent to harm), then they probably fall into the category of bullying. Bullying behaviors can occur without actual spoken words.
Q: What is the best way to handle a long-term employee who consistently displays bullying behaviors? Her behavior is not new, but, as her new manager, would it be bullying on my part to discipline her actions even though they’ve been brushed under the rug in the past?
A: No. By virtue of the fact that an employee has agreed to work within an organization, that employee agrees to guidance and direction from leadership within the organization. However, if the guidance is persistently delivered disrespectfully and with an intent to cause emotional or physical harm to the employee, then it would be considered bullying. Keep in mind, however, that respectful correction or coaching from a supervisor is not bullying. Remember from the webinar slides—and you can review that section for more information—that bullying is NOT guidance or direction from authority figures.
Q: What strategies can you share for working with a person who displays bullying behaviors, but who does not perceive himself as a bully or as intimidating?
A: This brings us back to the importance of questions such as: Does the behavior meet the definition of bullying? Is it persistent and ongoing? Is there, on some level, intent to harm, whether or not the person exhibiting the behavior is aware of it? Does the person’s behavior align with the organization’s definition of bullying? That is why it is so important to have policies and procedures in place regarding bullying. If you need help getting started, please refer to our Workplace Bullying Prevention and Response Policies and Procedures Template.
Q: Could employees who are bullying others be given a disciplinary review for their actions?
A: Certainly, if they are violating an organization’s policies and procedures or code of conduct on expected workplace behavior. Also, in some jurisdictions, there is antibullying legislation; therefore, organizations within those jurisdictions may have other considerations to follow based on applicable laws.
Q: What about if you were on workers’ comp and returned to work on light duty. At that time, you were assigned something to do that was outside of the title of accommodation for light duty. Now that you’re back on full duty, your supervisor informs you that you will have to complete this project even though it’s outside of your expertise and job description.
A: CPI is an international training organization with multiple levels of expertise in problematic and disruptive workplace behavior. We are not, however, in the position to offer legal or employment advice to organizations or individuals. We recommend that you contact the HR or legal department within your organization, or that you seek council where appropriate.
Q: How do you approach a workplace bully safely?
A: That is exactly what our Prepare Training® program teaches—how to approach not only bullies, but any individuals in agitated or disruptive behavioral states. Specific to addressing the bully, some tips include: calmly inform the individual that the behavior is unwanted and unwelcome, seek support, and decline invitations to fight. If you sense any compromise on safety, do not approach the individual. Seek support instead—the support of your HR department, your management team, or even law enforcement, if necessary.
Q: Is there a difference between pervasive and persistent?
A: Yes. Persistent means ongoing, consistent, repeated. Pervasive has a stronger meaning. It means that the behavior is part of the organization itself—it is ingrained within the organization’s culture, environment, attitude, and manner in which a product or service is delivered either internally or externally.
Q: In developing policies, should we include bullying with our harassment policy or workplace-violence policy?
A: Yes, a logical approach is to include workplace bullying within your workplace-violence or harassment policies. CPI contends that bullying IS workplace violence, and you can expand your definition of workplace violence to include bullying. You can also expand the definitions within your harassment policies to include bullying. If you don’t have a workplace-violence prevention policy or a workplace-bullying prevention policy in place, please refer to our Workplace Bullying Prevention and Response Policies and Procedures Template and our Workplace Violence Prevention and Response Policies and Procedures Template.
Q: What strategies do you suggest for dealing with a situation in which two employees believe that they are being bullied by each other?
A: First, take a step back from the situation and objectively look at each employee’s behavior to determine whether it fits the definition of workplace bullying. What is the person doing that is consistent and ongoing? What is the person doing that displays the intent to harm the other individual? When you look at the facts objectively, each individual’s behavior may fit the definition, or neither may fit the definition, or you may have a situation in which one person’s behavior is bullying and the other’s is not.
Q: What can you do if you are new at a workplace that already has bullying going on?
A: Consult the organization’s policies and procedures already in place for addressing these situations. Find out if there is a grievance or complaint procedure. Find out where you would start the process of bringing this to leadership’s attention. That may involve speaking to your manager, your human resources department, or your EAP department. Additionally, this article from EAP Digest [PDF], titled “Stop Bullies in the Office,” may provide you with more information on how to address workplace bullying.
Q: How do you decide if yelling at someone is really yelling or just the way the person communicates?
A: If someone is yelling or speaking in a loud voice that is perceived as yelling, it may be the way that person communicates, or it may fit the definition of bullying. Again, refer to the definition. Is the behavior consistent and ongoing? Is there intent to cause physical or emotional harm?
Q: Where did the statistic of 53 million Americans come from?
A: This statistic is from the 2010 Zogby survey sponsored by the Workplace Bullying Institute.