The most effective way of dealing with bullying at work is to have an agreed policy, which sets out clearly what is acceptable behaviour and what is not, and which sets out the sanctions that will be invoked if people go beyond the bounds of that acceptable behaviour.
The policy may be part of an overall policy on harassment or it may be a specific policy on bullying. However, The Andrea Adams Consultancy believes that a separate policy which names bullying and deals with it specifically, so that people recognise that it is an undesirable form of behaviour and an important issue in its own right, is the ‘best practice’ method of tackling the issue.
Anti-bullying policies and procedures are extensions of an organisation’s equal opportunity, diversity or dignity at work policies. They also link into grievance and disciplinary procedures. However, the normal grievance procedure will not always be sufficient, a ‘best practice’ control system should, we believe, be developed for improving the work environment and combating bullying and harassment within the organisation as it will give employees clear guidelines on the type of behaviour you expect.
Andrea Adams Consultancy provides advice and development on guiding principles, policies and procedures as the bedrock of ensuring an organisational climate free from bullying behaviours and will ensure that they are both appropriate and effective. We will assist with policy implementation through communication, training and monitoring processes, measurement, evaluation and review.
Our consultancy team encourages corporate clients to allow established best practice to influence their future direction and provide advice on how to embed and introduce the policy.