Workplace bullying is one of the biggest factors in employee turnover. It can occur for a wide variety of reasons, but one thing that all workplace bullies have in common is this: they target your most skilled workers on a consistent basis. Workplace bullying is 4x more common than discrimination or even sexual harassment.
It’s that big of a problem.
Instead of spending time and money training new employees, put the health and well-being of your people first. It is up to you to make sure that you have the business structure in place that will allow you to appropriately remove a workplace bully. That’s why having strong HR for small business in this modern environment is such a necessity.
Should a Workplace Bully Be Confronted?
If a bully is confronted, there is almost a guarantee of retaliation. The goal of a small business owner shouldn’t be to create a hostile working environment. It should be to expose the bully and set up a rock-solid case for that individual’s termination. If your business allows a bully to continue unchecked, then you may be exposing yourself to future litigation.
3 out 4 bullies are managers, supervisors, or bosses. Incredibly enough, these managers in a small business get most of their support from human resources. 40% of employees won’t bother to report a workplace bully either – they’ll just decide to find a new place to work where they don’t have to be bullied.
There are solutions available if you are encountering this problem. Contact HR Business Partners, aMinneapolis based HR consulting firm, with knowledge and experience in the field of small business HR, and human resources outsourcing. HR, and human resources outsourcing.