Posts Tagged ‘C-suite’
Thursday, February 25th, 2016
C-Suite Talking Points for HR About Workplace Bullying
By Gary Namie, PhD
Assumptions: (1) No anti-bullying initiative can succeed without support from the top. (2) It will be the job of HR to take that message up the ladder.
Here is a list of reasons senior leaders should care. It includes, but is not limited to, the following:
• Workplace Bullying is a costly litigation nightmare. Even though a low proportion of incidents of bullying also have an aspect of discrimination (20%), the public erroneously believes hostile work environment protections apply to everyone. Therefore, too many individuals shop for an attorney willing to either threaten or file a lawsuit or EEOC formal complaint. At the very least, a defense has to be mounted, or settlement paid, or trial and penalty expenses absorbed.
• Recruitment & retention of highly skilled workers undermined. The typical bullying scenario finds the best & brightest targeted for baseless, mindless persecution until they either voluntarily quit or are driven away. This is unwanted, unnecessary and PREVENTABLE turnover.
• A tarnished reputation as one of the “worst places to work” on the street (mainly in social media) follows the expulsion of highly qualified workers. In turn, recruitment is made more difficult.
• Bullying causes stress-related diseases. Allowing it to continue unabated directly contradicts the internal commitments to wellness and employee well being. In fact, research clearly shows the causal role of personalized bullying in cardiovascular and gastrointestinal diseases, changes in the brain that lead to irreversible behavioral dysfunction that passes for incompetence to the naive observer, life shortening interference with DNA cellular replication, and doubling the rate of suicidal ideation. Why should we allow the health-harming misconduct to continue knowing that our staff and associates are being so severely impaired?
Tuesday, March 25th, 2014
Executives dwell in the C-Suite. By rank, they are often referred to as “leaders,” though leadership is a demonstrable skill instead of a position on an organization chart. Executive leaders in charge are the ones who set the operating the rules for their organizations. They establish the climate that can either foster and encourage bullying abusive conduct or they can act with indifference toward it (a laissez-faire management style) which allows bullies to run wild with impunity.
Given the clout executives have, they can stop bullying if they want to. Here are the steps they can take to make their organizations bullying free. [It’s a good idea to have them read first The Bully-Free Workplace to understand the barriers that await implementation of any plan.]
Tags: 2014 U.S. Workplace Bullying Survey, C-suite, correction, executives, Gary Namie, prevention, workplace bullying
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