Workplace Abuse: The Role of Workplace Leaders in Detecting and Preventing This
Most organizations today prioritize a healthy work environment for their employees. However, workplace abuse or bullying is one issue some organizations face frequently in its different forms. Statistics show that around 35% of employees have experienced abuse/bullying in the workplace. Further, Ethisphere’s 2023 Ethical Culture Report shows that workplace bullying is on the rise. It shows the seriousness of this issue and the need for leaders to step up in addressing it.
Let’s discuss workplace abuse, its effects, and how leaders can detect and prevent it.
What is Workplace Abuse, and what are Its Effects?
Workplace abuse can be defined as a place where one or more persons experience persistent psychological pressure or negative behaviors/actions from another employee(s) or leader with the intention to adversely affect their health, dignity, safety, happiness, or work performance at the workplace. Many things cause workplace abuse, but the most common ones include unrealistic performance expectations, poor leadership, biasness, unresolved anger issues, and cruel colleagues.
Workplace abuse tends to have significant and far-reaching effects on an organization and its employees. Some of the notable effects include:
- Mental health issues of victims (stress, anxiety, depression)
- Decreased productivity and performance in the workplace
- Low job satisfaction
- Reduced employee engagement
- High employee turnover rate
- A bad reputation for an organization
- A negative organizational culture
- Lack of teamwork and collaboration in the workplace
- Financial losses from legal costs, high turnover rate, and low employee productivity.
What Signs or Behaviours Help Detect/Identify Workplace Abuse?
Workplace abuse can be manifested in different forms, from verbal, non-verbal, and psychological to physical abuse. There are different signs and actions that leaders can observe and detect different types of workplace abuse employees may be experiencing. They include:
- Isolation/exclusion of another employee from professional or social engagements
- Passive aggressive comments or insults and name-calling directed at individuals.
- Constant humiliation of an employee
- Overly harsh criticisms
- Aggressiveness in verbal and non-verbal communication, including on social media and emails.
- Continuous humiliation of an employee(s)
- Intimidation, undermining, and hostile comments towards an employee(s)
- Gossiping and sharing confidential information or talking about sensitive topics without consent.
- Sexual harassment (a verbal, physical, or visual conduct of a sexual nature that is offensive to an individual in the workplace)
- Physical violence
Ways Leaders Can Prevent Workplace Abuse
It takes combined efforts and cooperation from employers, leaders, and employees to prevent workplace abuse effectively. However, leaders play a crucial role in the same in various ways, as discussed below:
1. Establish open communication channels
Leaders ought to encourage a culture of open communication between employees and leaders such that it’s easy to report or raise concerns about workplace abuse when it takes place. Among the practical ways leaders can foster open communication in the workplace is by:
- Actively listening and asking questions
- Doing regular one-on-one check-in meetings with employees to discuss their well-being.
- Holding open discussions where all employees can participate, contribute ideas, or make suggestions.
- Seek employee feedback and be open to hearing it
2. Establish an anonymous reporting system
Leaders should prioritize having platforms where employees can freely express their opinions and concerns without fearing being judged or retaliated. As a result, they can easily report cases of workplace abuse freely. It also protects whistle-blowers. For instance, an organization can set up a suggestion box, online form, or hotline number for reporting workplace abuse.
3. Foster a safe and inclusive culture
Often, employees tend to imitate their leaders’ behaviors/actions. Therefore, leaders have to lead by example: they are responsible for fostering a culture of safety, respect and inclusivity through their actions. For instance, leaders should strive to create an environment where all employees feel welcome regardless of their gender, background, race, or sexual orientation. Consequently, employees can easily see the value of doing the same, which ultimately helps minimize workplace abuse cases as people respect each other.
4. Provide awareness and education about workplace abuse
Employees need awareness and education on different types of workplace abuse, how to avoid it, and how to approach it in case they’re victims. Such learnings should also focus on helping employees become more empathetic, understanding, and respectful to each other.
Leaders should also get training on how to recognize workplace abuse, intervene or deal with it, and prevent it. Other essential aspects of training include conflict management and communication.
5. Develop a code of conduct and anti-abuse policies
Leaders come up with a set of rules for acceptable and prohibited behaviors within their organizations. It should also include clear guidelines on how those who break the set rules/policies will be dealt with.
6. Respond promptly and decisively to reported/detected cases of workplace abuse
It’s the leaders’ responsibility to address reported or detected instances of workplace abuse effectively and according to the set policies. More importantly, they should respond promptly. Among the key things to do when responding to workplace abuse include:
- Taking disciplinary actions against the perpetrator
- Investigating the reported case and ensuring confidentiality of those involved in the investigation.
- Seeking legal guidance from a lawyer/attorney depending on the magnitude of the abuse.
- Providing support to the victim, e.g., counseling, protection
Workplace abuse is an issue of concern in most organizations. Some cases related to workplace abuse may go unnoticed or unreported. Still, their effects will easily be exhibited through low employee engagement, reduced productivity, low job satisfaction, mental health issues, etc. However, there are a few things leaders can observe to detect workplace abuse. Above all, leaders play a significant role in preventing workplace abuse, ultimately contributing to employee well-being, safety, and overall organizational success.
Some effective strategies leaders can use to address workplace abuse include fostering open communication, establishing anonymous reporting systems, creating awareness of workplace abuse, and responding effectively to reported cases.