How to manage a worker who’s bullying a colleague
Question: I’m a first-time manager (promoted one month ago) and still getting a feel for different people. Recently, I saw one of my direct reports bullying another employee, and I didn’t know how hard to come down on the bully. I don’t want to sit idly by, but I don’t want to create a major problem in the office, either. What’s the best approach? – Dana
Answer: Congratulations on your recent promotion to a managerial role – a significant milestone in your career journey. Transitioning from an individual contributor to a first-time manager brings about its own set of challenges, and confronting workplace bullying is undoubtedly one of the more demanding aspects. Bullying is detrimental to the workplace, and it’s clear that you recognize this.
I suggest partnering with your human resources department. Seek their guidance on navigating company policies, as there may be a process for addressing the behavior you witnessed. Typically, such a process involves having private conversations with both parties involved. Listen actively to understand the dynamics at play and to determine the root cause of the bullying behavior. Remember, your goal is not just to discipline but to foster a healthy work environment.
If, after those conversations, you’ve confirmed the direct report violated your company’s policy, take clear and decisive actions. Communicate that such behavior is unacceptable, outlining the specific actions that violate professional standards. Emphasize the impact such behavior has on the victim and the overall team dynamics. Offer guidance on improving the employee’s conduct, which may warrant placing them on a performance improvement plan. Your HR department can assist in creating a plan to clearly outline your expectations for the employee’s behavior moving forward and the ramifications if their conduct does not improve.
Simultaneously, ensure the victim feels supported. Assure their concerns are addressed and outline the steps taken to rectify the situation. Creating an atmosphere where employees feel safe reporting incidents without fear of retaliation is critical. Consider implementing training programs on workplace behavior for the entire team, reaffirming your commitment to a respectful workplace and educating employees on the importance of mutual respect and cooperation.
Keep a watchful eye on the situation in the aftermath, encourage open communication within the team, and be prepared to address any lingering tensions swiftly. As a leader, you set the tone for the workplace culture.
Lastly, document the entire process – from investigation to resolution. Having a clear record of your actions ensures transparency and protects both parties involved. Navigating workplace bullying is a challenging aspect of leadership, and taking swift and appropriate action is essential to maintain a healthy work environment.
Johnny C. Taylor Jr. is president and CEO of the Society for Human Resource Management and author of “Reset: A Leader’s Guide to Work in an Age of Upheaval.” The questions are submitted by readers, and Taylor’s answers have been edited for length and clarity.