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Adult Bullying in the Workplace: 7 Strategies to Prevent & Stop it

On Demand Webinar Duration 60 Minutes

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Use Code SHOCT10 & Get 10% Off

Speaker:Lyman Montgomery has over twenty- five years of HR experience in Employee Relations dealing

This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org

Areas Covered

  • What is workplace bullying and how is it different from school bullying
  • Identifying types of workplace bullying and why it continues to be a problem
  • The cost and impact of not dealing with workplace bullying in a timely manner
  • How to Report Bullying and Feel Safe
  • 7 Effective Strategies to Prevent and Stop Bullying at Work

Overview

Bullying doesn't just happen on the playground. It can be found in the workplace as well. It is estimated that 30% of bullied employees will resign from their jobs, and 20% of those who witness workplace bullying by a supervisor or co-worker will also leave the organization. Workplace bullying continues to be a major issue for employers. However, most employers are not prepared to prevent and stop workplace bullying once identified.

Bullying is no longer confined to school playgrounds or college fraternities. Today, workplace bullying has become a major issue in the workplace, and many Human Resources professionals are unaware of how to stop or prevent bullying from occurring.

Often times, it is lump into the category of harassment in the workplace; however new research has shown that while harassment and bullying are similar, there is some distinguishing characteristics of bullying that may not exist in harassment cases. Similar to harassment it may be pervasive and hampers an employee’s ability to work in a hostile-free environment.

Unlike harassment, bullying often is a matter of power displacement and perceived control over the other personal psychological, and physiological well-being which if untreated can lead to further bullying in its frequency and severity which weakens the loyalty of employees.

As an example, the National Bullying Prevention Center (2016), defined bullying as a behavior that aims to hurt, harm, or humiliates another person physically or emotionally. Those targeted by bullying behavior struggle to defend themselves and stop the action directed at them. There also is an “imbalance of power.”

When employers condone or allow this behavior to exist either knowing or turning a blind eye to its ramifications, it can result in high turnover, low morale, increase disengagement which is currently at about 70 percent.

Externally, the stigma can result in decrease social goodwill, reputation, and high legal fees due to class-action lawsuits and governmental fines.

Other tangible expenses include but are not limited to retraining costs, increase in

Bullying doesn't just happen on the playground. It can be found in the workplace as well. It is estimated that 30% of bullied employees will resign from their jobs, and 20% of those who witness workplace bullying by a supervisor or co-worker will also leave the organization. Workplace bullying continues to be a major issue for employers. However, most employers are not prepared to prevent and stop workplace bullying once identified.

Bullying is no longer confined to school playgrounds or college fraternities. Today, workplace bullying has become a major issue in the workplace, and many Human Resources professionals are unaware of how to stop or prevent bullying from occurring.

Often times, it is lump into the category of harassment in the workplace; however new research has shown that while harassment and bullying are similar, there is some distinguishing characteristics of bullying that may not exist in harassment cases. Similar to harassment it may be pervasive and hampers an employee’s ability to work in a hostile-free environment.

Unlike harassment, bullying often is a matter of power displacement and perceived control over the other personal psychological, and physiological well-being which if untreated can lead to further bullying in its frequency and severity which weakens the loyalty of employees.

Who will benefit

This class will benefit supervisors, managers, executives, employees, volunteers or anyone who work with employees as part of a team or remotely.


Your Instructor


Lyman Montgomery
Lyman Montgomery

Lyman Montgomery has over twenty- five years of HR experience in Employee Relations dealing with workplace issues and performance management. He is also a certified LEAN Six Sigma Black Belt Trainer. Currently, he is writing his dissertation for his Ph.D. in the area of focused employee engagement and sustained performance. Lyman is the president and CEO of Focused Driven Lifestyle Coaching, LLC. He is the author of five books, two of which are bestsellers and conducts workshops and seminars at conferences all across the United States.


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