Bullying does not merely occur in schoolyards. The problem has become endemic to professional settings as well. In certain institutions, the situation has progressed to a point where the environment is so toxic that those victimized by such behavior can barely perform professional functions. Fortunately, however, human resources departments might be able to prevent this action from occurring by implementing the following steps:

Realizing Such Behavior Speaks Ill Of The Company

Business entities or organizations that ignore or even foster bullying are often unfavorably viewed. Granted, every company should promote competition. That said, competition does not equate to one employee dominating or intimidating the other. Introducing an atmosphere of fear and apprehension is unacceptable and truly places the institution in question in a bad light.

Bullying Must Be Addressed

Either ignoring the fact bullying exists or paying lip service to cries for change will only increase incidents. Companies serious about stemming the tide of such behavior must implement consequences for those who perpetrate it. Entities that establish a no tolerance policy for this behavior and hands down stiff punishments for individuals who violate established mandates often have better odds at curbing its occurrence.

Incidents Must Be Investigated

In keeping with the theme of addressing malfeasant behavior, companies and organization must investigate any and all reported or known incident of bullying. No occurrence is too small or inconsequential. Nabbing the problem in the bug at its earliest stages is the ultimate goal.

Leaders Need To Be Vigilant

Company or organizational managers or executives must display vigilance against bullying. Preventing the occurrence of such malfeasance must be a concerted effort executed by those on the proverbial ground floor. If an individual with any type of authority witnesses a specific incident, they should not hesitate to report it or hold the perpetrators accountable.

Educate Staff Members

All business or professional offices should author an established policy about bullying. That said, bullying may have different meanings for different people. For that reason, the company policy should clearly establish what it deems as bullying. Moreover, all employees should receive formal education regarding such mandates. If organizational leadership immediately establishes what type of behavior is and is not acceptable, incidents of bullying might decrease.