Bullying in the workplace.

The first aspect: People are frequently afraid of the consequences or have had unsatisfactory experiences in the past when voicing their concerns. The following are reasons why people do not file complaints about their perceptions of inappropriate behaviour: Fear that nothing will be done or that they or the complaint will be dismissed.

According to statistics, 56% of bullies are bosses and can manipulate relevant parts of the organization. And that makes it possible for claimants to become victims beyond the original incident. Many options can help claimants feel comfortable and safe when making a claim. First, the organization must have a transparent and fair policy for complaints regardless of the sector. Complainant information must be kept strictly confidential. Next, the rights and obligations of all employees must be communicated and disseminated to denounce acts of bullying. Finally, it is necessary to seriously investigate and sanction complaints. Publicly and transparently before the organization, handling the right people with the correct behaviour.

Finally, managers don't have to wait. They can foster psychological safety within their workgroups immediately by posing and talking through the four criteria: we can count on each other for the final results, our team's purpose is booming, and the reputation we aspire to have is our honour, we need to do differently to achieve that reputation and fulfil our purpose. So yes ! they can create a culture where people feel safe to stand up for their rights to equal treatment and be treated with respect and dignity.