WEBVTT

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As a leader, you have a responsibility
to recognize, prevent and stop bullying.

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To do that, you first need to know what
bullying looks, sounds, and feels like.

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Bullying is repetitive,
aggressive behavior.

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It can be physical,
verbal, or social...

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and creates an imbalance
of power through intimidation.

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Bullying behaviors can include...

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pushing,

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shoving, or invasion of space,

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persistent, repetitive insults,

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teasing or taunting,

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constant criticism, rumors,
humiliation or ridicule.

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These behaviors should
never be tolerated.

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Bullying can bring your
entire team down.

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When one person is bullied,
it creates stress for the target

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along with other team members
who might witness the behavior.

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Bullying can lead to harm
to physical or emotional health,

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loss of self-confidence,

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isolation and fear.

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It can also reduce your
organization's productivity.

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Long-term bullying can cause
you to lose valuable team members,

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damage professional reputations,
and even hurt your company's reputation

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or its relationships with customers.

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If bullying is reported to you
or you observe it happening,

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it is your responsibility as a leader

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to take action by addressing
it immediately.

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If you observe bullying,
step in and re-direct.

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Do not walk away or
try to avoid the situation.

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Confront the bully or the bully's
supervisor privately,

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immediately following the incident.

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Share what was observed and
what behavior was inappropriate.

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Document what you see and follow
your company's policies for reporting.

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Everyone deserves to work in
an environment free from bullying.

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Make sure they know your
organization's policies.

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Encourage your employees to come to you
if they are a target of bullying

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or if they witness someone
else being bullied.

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You know,

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the reality is leaders
can often be bullies.

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Preventing bullying in
the workplace is everyone's job,

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but as a manager you have the added
responsibility of leading by example.

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Is it possible you may be unknowingly
contributing to bullying behavior...

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either by being a bully yourself or

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by not stopping others from bullying?

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Ask yourself:

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Do I show favoritism
or leave people out?

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Am I threatened by
my employee's success?

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Am I purposely
setting up someone to fail,

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or leaving out information
when assigning tasks?

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Do I speak negatively behind
the backs of others?

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Do I whisper under my breath?

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Do I use sarcasm?

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Do I make excuses for my harshness
by saying I am a "tough" leader?

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Do I put down or dismiss the ideas
of people in front of others?

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Recognizing and confronting
bullying behavior in ourselves,

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and in others, is not easy.

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But when we do,
we help create a positive

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and productive workplace environment

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for everyone.

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If we don't,

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the consequences can be serious,

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both for our organizations and

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ourselves.