Prevention is better than cure. Pay attention to your organisational culture. Is it positive? Is there a high degree of trust? How is morale?
2 Develop dignity at work policies
Have you developed policies which spell out your organisations values? Are your employees treated with the same dignity and respect as your customers or clients? Do your staff policies make it explicit that people are to be treated with dignity at work?
3 Inform staff and develop their awareness.
Yes spell it out! Tell them you have a dignity at work policy and be specific about what constitutes acceptable behaviour at work. Don't just leave it up to 'common sense'. You may find it isn't all that common!
4. Set an example.
Make sure your own behaviour models what you are asking from them. Be a leader and role-model. Practice what you preach.
5. Develop open-door grievance procedures.
Allow staff to voice their concerns without having to go through a specific line manager who may be bullying them.
6. Conduct confidential enquiries.
If there are rumours of bullying in a department or your whole organisation find out what, exactly, is going on! Do this yourself or hire an external consultant.
7. Provide ongoing training specifically in people skills.
Workplace bullying is often a symptom of poor interpersonal skills.
8. Arrange coaching.
Coaching helps bullies relate to people in emotionally intelligent ways, and helps targets to reclaim personal power, self-esteem and confidence. With conscious awareness there are no bullies and victims. Workplace relationships and all-round performance improves.
9. Implement and audit stress-reduction initiatives
Workplace bullying is commoner in high stress working environments. Make sure you have done everything in your power to reduce the stress in the working environment.
10. Include 'inappropriate behaviour' in risk assessment protocols
Monitor your employees' psychological health regularly as part of your risk management strategy.
11. Include appropriate behaviour and interpersonal skills in performance review objectives.
Use assessments in performance review which ensure interpersonal skills and behaviour toward colleagues are assessed.
12. Be prepared to use disciplinary proceedings against intransigent bullies.
Often employers and managers are paralysed into inaction by a 'damned if we do - damned if we don't ' attitude. Believe me, disciplining a serial bully will cost you less in the long - term, than legal action by a stream of employees for psychological damage.