What do you do if you’re the supervisor or manager of a problem employee? What if you are the target of bullying behavior, yourself? Or if you are accused of acting like a bully?
As a manager, it’s up to you to be a role model. You need to insist on being treated respectfully yourself, and you need to provide a safe and respectful atmosphere for your people.
Sure, it takes courage to confront a disruptive team member. And, yes, you may be tempted to look the other way when a star performer is the one who is behaving badly. Or when under-performing employees disappoint you again and again—well, it’s admittedly tough not to treat them harshly yourself.
This brand new release tackles these issues head on, providing practical solutions that help you put an end to bullying behavior in your subordinates—and find new ways to deal with your own frustrations so that you don’t end up looking like the bad guy.
The Hidden Costs of Bullying
Sometimes high performers get away with bullying even though the harm they cause far outweighs their accomplishments. Bullying reduces engagement and productivity, increases absenteeism and turnover, and adds stress that damages health. The costs of bullying are never justified, no matter how “irreplaceable” the bully may seem.
A Manager’s Responsibilities
Five realistic scenes in a range of workplaces show what to do when someone comes to you for help or if you notice repeated conflict among employees. You’ll learn how to step in right away and conduct effective conversations, calmly and professionally. You’ll see when it might be appropriate to reach out for help, especially in cases where discipline may be appropriate.
Use this program to learn how to stop bullying behavior and turn a dysfunctional environment into a healthy, productive and pleasant place to work.
The intended audience for this video includes all managers and supervisors; see Bullying and Respect in the Workplace (#VIKBRW) for the Employee Version.
Duration: 18 minutes
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