Human Resources Newsletters

First Quarter*2018

MCCB Human Resources Quarterly Newsletter

Cynthia Jiles

Message from Human Resources

STOP BULLYING BEHAVIOR

Featured In This Issue

Bullies enjoy being bullies, so unless you do something, it’s unlikely the bully will stop of his or her own accord. Here’s how to deal with an office bully.

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Stop Bullying Behavior

Set Limits Describe the behavior you see the bully exhibiting — don’t editorialize or offer opinions, just describe what you observe. (“You enter my cubicle uninvited and read my emails over my shoulder.”)  Tell the bully exactly how his or her behavior is impacting your work. (“My emails are my business. I’m not going to spend time hiding them from you — that’s an inappropriate use of time.”)  Tell the bully what behavior you expect in the future. (“In the future, don’t enter my cubicle unless I invite you in. It’s my work space and your actions are unwelcome.”)  Stick with your statement and if the bully violates your space, move on to opposition. Oppose the Bully  If unacceptable behavior is repeated, stop whatever else is going on and tell the bully he or she is out of line.  Again, describe the behavior you see the bully exhibiting – don’t editorialize or offer opinions, just describe what you observe along with a statement that the conduct is unacceptable. (“You’re swearing. That’s unacceptable behavior.”)  If it continues, leave the room/end the call. If the bully is in your space, close down your computer and leave. Document the Bully’s Actions  Document the date, time, and details of the bullying incident. Note if another employee witnessed the incident.  If the bullying occurs in email or correspondence, print out a hard copy of the emails and file them in your computer.  If you eventually seek help from HR, documentation of the bully’s impact on business results gives HR actionable information. The bully isn’t just hurting your feelings; the bully is sabotaging the business. If the bullying doesn’t stop despite having followed these steps, get help. Go to HR or a manager with your evidence, especially the evidence that demonstrates the impact of the bully on the business, and file a formal complaint. Most employee handbooks describe the organization’s complaint procedure and the investigation process that your complaint sets in motion.  You may never know what HR and management did about the bully; you can assess the impact of your complaint by how he or she treats you in the future. Tell Management and HR About the Bully. 

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Employee of the Quarter

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Birthdays

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Upcoming Events

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Wellness Message

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Sound Bite

Standards Without Accountability Are Just Suggestions

Employee of the Quarter Jim Southward

National Seminars Training HR E-Tip