Frontline Employee March
Frontline Employee February
Workplace Bullying 2014
From American Psychological Association http://www.apaexcellence.org/resources/special-topics/workplace-bullying
In a major national survey, 35 percent of American adults reported that they have experienced bullying behaviors at work and another 15 percent said they have witnessed others being bullied (Workplace Bullying Institute, 2010). Workplace bullying can have serious repercussions for employees and the organization alike. Severely bullied workers may suffer a variety of health consequences, including depression and anxiety disorders. Bullying can also diminish productivity and morale, and lead to higher absenteeism and turnover. It can even increase employee benefit costs and the risk of legal action.
On this page, you’ll find a collection of workplace bullying resources, including articles and research abstracts, book recommendations, useful statistics and links to other high-quality resources. Check out the short video about workplace bullying, below, and share it with the HR staff and managers in your organization to help get the conversation started.
Workplace bullying may be direct, such as repeated yelling and verbal humiliation, hostile glares, or silence and deliberate exclusion. Or it may be more indirect, such as behind-the-back sabotage, spreading damaging rumors, or imposing unreasonable work demands designed to make the target fail. Supervisors are the most frequent aggressors, followed by peers. In instances of mobbing, employees gang up to bully a co-worker.
Prevention is key for any organization. It starts with leaders who encourage mutual respect in the workplace and send a message that bullying and similar behaviors will not be tolerated. Organizations should educate their employees about workplace bullying and create a policy and procedures for addressing reports of bullying fairly and promptly. Consultation with legal counsel may also be advisable to ensure that liability concerns are adequately addressed.
By promoting a psychologically healthy workplace and taking steps to prevent and address negative workplace behaviors, employers can create a work environment where employees and the organization thrive.
Workplace Bulling Institute 2014 Survey:
Frontline Employee October
How to say, "You're wrong", without sounding like a jerk
Wouldn’t it be nice if there were some handy substitute phrases to use in such situations?
One of the strongest human urges is one that compels us to shout, “You’re wrong!” when somebody says something stupid (or at least inaccurate).
Of course, we almost always regret doing so, because we’ve single-handedly set the stage for an argument.
Wouldn’t it be nice if there was some handy substitute phrases to use in such situations? You know, a few simple-to-remember words that can express our disagreement in more civil terms and lead to discussion rather than argument?
Well, there are:
- “I see it differently.” Acknowledges that this is a matter of opinion rather than fact.
- “That’s one perspective. I have a different one.” Indicates that you believe it possible for there
to be more than one view on a topic.
- “You may be right. Let’s check the facts and see.” Concedes the speaker may be correct, but
creates an opportunity to dissect his or her viewpoint.
- “You’re right. My thoughts are . . .” Starts off with the two magic words that everyone loves to
hear, then allows you to state your case.
- “Help me understand how you see it that way.” An invitation for your counterpart to explain his
or her case and an indication that you are willing to be convinced.
—Adapted from How to Use Power Phrases, by Meryl Runion (McGraw-Hill)