We first ran this blog in 2014 and from the number of comments we received, it clearly raised issues that resonated with many of our readers. So by popular demand, here it is again. We welcome your comments, as always.
Bullying and harassment legislation is in place to protect employees from being bullied by their co-workers. If you have been accused of bullying at work, it’s important to follow company procedure and co-operate with any internal or external investigations.
Although most bullying and harassment claims are legitimate, sometimes accusations can arise from misunderstandings, communication difficulties or can be brought against a manager, co-worker or subordinate out of malice or revenge for a perceived slight.
Accusations of bullying commonly occur where managers or supervisors have provided feedback to an under performing employee, or taken disciplinary measures against them. Management direction isn’t considered bullying, and as long as any actions taken were documented and reasonable, you shouldn’t have anything to worry about.
If you are managing employees and providing feedback on performance it’s important to document all your discussions, and ensure that any actions you take are in line with organisational policies. This can help protect you against false accusations of bullying, and make the investigation process easier and more straightforward if a situation is escalated.
If you have been accused of bullying at work, it’s important to follow company procedure and co-operate with any internal or external investigations. If you are accused of workplace bullying, even if you don’t believe it’s justified, it’s important to be open-minded and listen to the other person’s perspective. Here are a few suggestions to help you deal with an accusation of bullying or harassment without making the situation worse:
- Remain calm if someone approaches you about your behaviour. Although it can be extremely upsetting to be accused of bullying, getting angry will only aggravate the situation.
- If you believe that the accusations are false, speak to a senior level employee or your HR department. In many cases where bullying stems from a misunderstanding, the matter can be resolved with mediation from a third party
- Be prepared to change your behaviour or style of communication. It may be that a few modifications to your actions or manner of communication is all that’s needed to resolve the situation. It’s important not to get defensive and to stay open to any constructive feedback you receive.
With the recent increased awareness of workplace bullying, more employees are becoming aware of the ability to lodge a bullying complaint, especially if they feel they are likely to lose their job, or as a form of revenge against a supervisor.
To reduce the likelihood of false claims, it’s a good idea for managers to provide training to employees to help them distinguish between normal management direction and actions, and bullying. Many bullying claims are a result of misunderstandings or miscommunication and these can easily be prevented with the right training, clear expectations, performance indicators, and documentation of feedback and disciplinary actions taken against individuals.
False claims can be extremely distressing to the person who is wrongly accused of bullying, and can even be a form of harassment in themselves if they are taken out for malicious purposes.