Bullying can never last long in a workplace infused with strong leadership and cultural integrity.
Many studies show that how well an employee gets along with their immediate supervisor greatly influences their decision to stay or leave a job. Employee engagement is important because people don’t leave a job, they leave a manager who lacks leadership skills.
Managers who embody great leadership and create a respectful work environment attract better employees and save the company time and money by reducing the need to frequently replace dissatisfied staff. Yet, even with good pay, job satisfaction, and promotion opportunities, competent employees tend to leave if they have to work under an abusive manager.
Want to identify hidden pockets of bullying in your organisation? Closely examine your staff retention rates, particularly following a managerial change.
A workplace bully is the ultimate killer of staff retention and a deterrent to team members. In environments lacking effective leadership in the workplace (especially when turning a blind eye to bullying), a self-perpetuating cycle often occurs:
Employees under emotional distress often make more errors, take more stress-related leaves, and are at a higher risk of workplace accidents. Associate Professor Bill Sutton from Stanford University found that bullying can reduce workplace productivity by up to 40%.
Think about that figure for a moment. Can your business afford that kind of epic loss?
Bullies are opportunists. They thrive in environments where strong leadership qualities are absent.
The alarming ‘my way or the highway’ approach to leadership in the workplace often leads to disaster, hindering employees from performing at their best. How can they, when ongoing harassment has left them angry, distracted, afraid and emotionally confused?
Business leaders who ignore bullying, fail to recognise it, or delay addressing it effectively, contribute to the problem.
So how can you become a more effective anti-bullying leader in your workplace?
In every workplace, leaders establish the organisational culture, whether positively or negatively.
Unlike a manager who dictates, a strong leader offers support and guidance, enabling employees to reach their full potential. The most productive employees feel valued, listened to and respected.
A true leader excels in observing, listening, valuing others, and being aware of the emotional climate they create in the workplace. They must be self-aware and focused. A workplace leader is either part of the bullying problem or part of the solution.
An effective leader’s management style should spark discussion, not stifle it. It should include others in decision-making processes and respect alternative viewpoints.
Leadership isn’t about domination, threats or coercion. It’s more about empathy, negotiation, and compromise. Effective leadership involves empathy, negotiation, and compromise, which, when done correctly, brings out the best in team members as they feel supported.
Bullying thrives in a climate where great leadership falters. Ignoring workplace bullying is a failure of leadership, and from a cost-benefit viewpoint, there’s no advantage in tolerating a habitual bully.
Bullyology® is passionate about raising awareness on the effects of bullying and helping people break the silence. If you would like to book us for a training course or speaking event, please get in touch.
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