There is a direct link between mental health and workplace bullying. When employees feel unsafe, they leave. In fact, studies show that nearly half of all employees who experience bullying will eventually quit their job to escape the abuse.
For employers, the cost is high: turnover, low morale, and plummeted productivity. However, the good news is that you can reduce the risk.
By creating a safe environment and knowing how to address this issue proactively, you can protect your people and your business. Here are useful tips on how to start.
1. Establish a Clear Code of Conduct
Ambiguity is the enemy of safety. You must establish a clear Code of Conduct that explicitly defines acceptable behaviour.
Your Code should include:
- Expectations: What the company expects from employees.
- Management Duties: What employees can expect from their leaders.
- Consequences: The specific disciplinary process for bullying.
If you do not have a Code of Conduct, now is the time to draft one.
2. Make Support Accessible
If you have an Employee Assistance Programme (EAP), ensure your staff know how to use it. EAPs are vital for helping employees deal with the stress, anxiety, and depression that often accompany a workplace bullying investigation.
If you do not have an EAP, designate a clear “Safety Contact.” This person should not be in the employee’s direct reporting line, ensuring they can speak freely without fear of their manager finding out.
3. Train Your HR Team & Managers
Your managers are your first line of defence. They need training to recognize the early warning signs of bullying, which often look like:
- Sudden withdrawal or silence in meetings.
- Unexplained absenteeism.
- A drop in performance from a previously high-performing employee.
Train your HR team to handle these sensitive issues with procedural fairness, ensuring both the victim and the accused are treated equitably.
4. Don’t Ignore Rumours
Where there is smoke, there is usually fire. If you hear rumours about a toxic culture or a specific manager “terrorizing” staff, do not ignore them.
Informal gossip is often the only way employees feel safe raising an alarm. If you dismiss it, you miss the chance to intervene early. Instead, document what you have heard and speak privately to the employees involved to gather facts.
Conclusion
You cannot separate mental health from workplace safety. If you want to retain your best talent, you must take a zero-tolerance approach to bullying.
Establish a clear Code, support your staff, and investigate every claim thoroughly.
Resource: AHRC: Workplace Bullying Fact Sheet
Suspect Bullying in Your Team?
Do not let toxic behaviour destroy your culture. Contact Jolasers for an independent investigation.
Telephone: 0418 101 164 (Stephen Oliver)
Service Areas:
Melbourne Bullying Investigations | Swan Hill Investigations
Common Questions
Is management action considered bullying?
No. Reasonable management action carried out in a reasonable manner (like performance reviews or disciplinary meetings) is not bullying, even if it is unpleasant for the employee.
What defines workplace bullying?
Bullying is defined as repeated, unreasonable behaviour directed towards a worker or a group of workers that creates a risk to health and safety.
Can I report bullying anonymously?
Yes, you can. However, anonymous reports can be difficult to investigate fully if the investigator cannot ask follow-up questions or verify specific details.