Bullying in the workplace: It’s not big and it’s not clever!
Q:
I’ve had lots of complaints about one of our designers shouting at junior staff and he’s been accused of “bullying”. Why don’t people understand that he’s just the sort of flamboyant character that is typical of creative environments.
A:
This “flamboyant character” might cost you a lot of money!
Consider the recent newspaper articles about the two school children who tried to commit suicide because they were being bullied at school. Whilst this might be an extreme case and not in the workplace, nevertheless there are lessons that need to be learned. These were young girls who felt bullied by their peers.
On a less controversial note, your situation brings to mind the old days when teachers used to throw board rubbers across the classroom to shut up unruly schoolkids. Or even the tantrums that John McEnroe used to throw when he was unhappy with a line call at Wimbledon. It might have been entertaining, but did it gain them any more respect?
Just as teachers are no longer allowed to behave so, employers have a responsibility to behave in a particular fashion towards their employees. It is the employer’s responsibility to ensure that the work environment is not threatening or humiliating for their staff. You may find yourself with a constructive dismissal claim and compensation payments of up to £55,000, and if there is any chance that accusations of discrimination can be upheld there is theoretically no limit to the damages that can be claimed against the employer.
Equally, from a business point of view, how productive is it to work in an atmosphere of fear. This may sounds like an exaggeration, but we’re not all thick skinned. It is not a rite of passage to be screamed at by some ego-driven “Designer” (don’t forget the big D!) This kind of ritual humiliation could cost you dear.
Admittedly a one-off loss of temper in the studio is not what this legislation is about, but do you really think that this kind of ritual humiliation is the most productive method of solving issues? There are alternative methods of nurturing and getting the best from your staff.
You need to have a frank conversation with the person concerned and highlight the potential outcomes of their behaviour. If this is a regular occurrence, it needs to be tackled – one idea is that they may benefit from an anger management course. This individual’s behaviour affects your company’s reputation and cannot be simply tolerated or swept under your office’s carpet tiles!
October 2004
FX Magazine