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Bullying and other Disruptive Behavior

Workplace Bullying

Workplace bullying often involves an abuse or misuse of power. A bully degrades, humiliates, undermines, or intimidates
another person by making repeated attacks on them. Bullying behavior creates feelings of defenselessness in the target
and undermines an individual’s dignity at work. Just because one team member may not like the approach of another
does not make the employee a bully. Further, an isolated incident does not prove bullying.
Managers should maintain a workplace free from bullying and abusive conduct. This includes handling reports of bullying
in a timely and effective manner while taking interim steps to alleviate and address bullying in the workplace among
subordinates.

The following outlines the best approach for managing Support the Target
issues related to workplace bullying: Once you have determined that a pattern of abusive
conduct/bullying exists or may exist – what steps can you
• Inform yourself take to support the target of the behavior? While each
• Assess the problem situation may differ in its details, here are some generally
• Support the target useful guidelines:
• Address the bullying behavior
• Assure the target that you will act to intervene, while
Inform Yourself protecting his or her anonymity.
As a manager, it is your responsibility to recognize bullying • Ask the target whether others have seen or
and abusive conduct when you see or hear about it, and to experienced the abusive conduct/bullying behavior;
take appropriate action to intervene. Training to support if so, ask for their names.
you in this effort is available through Everfi. • Agree on a plan to protect the target from further
abusive conduct/bullying. (Sample components: a
Assess the Problem third person is always present when the two meet;
Keep in mind that most people will not openly engage in work responsibilities are reassigned; communication
bullying behavior when managers are present. For this guidelines are established for the entire work group;
reason, you will probably have to rely on the target and etc.).
other employees to bring the problem to your attention. • Provide the contact information for the Employee
When an employee comes to you with a complaint, it will Assistance Program.
be up to you to gather as much information as possible • Check in with the target at regular intervals to ensure
to help determine whether the behavior being described that the problem is under control and the target feels
fits the pattern of abusive conduct/bullying. If further supported.
investigation is required, seek advice from HR.

Address the Bullying Behavior
When bullying behavior occurs, it is important to address it as soon as possible. The longer a pattern of bullying can
continue, the greater the impact on the target and work group.

• Be prepared before approaching the alleged bully. • Monitor and review the bully’s behavior in accordance
You may wish to make a few notes to keep your with the Performance Improvement Plan.
conversation on track. Consider consulting with HR • If the bullying behavior does not cease or if the
about how to frame the problem or for help putting allegation is serious, make a formal complaint to HR for
your thoughts into words that the alleged bully may investigation.
find easier to hear.
• Revisit MIL Harassment Policy and Guidelines.
• Depending on the outcomes of the assessment or Remember as a manager, you have significant influence
investigation, a Performance Improvement Plan over the culture and climate of your workgroup. Resources
may be developed, or for more serious matters, are available to help you address unhealthy workplace
termination proceedings may be initiated. dynamics.

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