Bullying is on the rise in the Australian Workplace

The situation in Australia:

• The Federal Government is moving to introduce a national definition for workplace bullying as business is struggling to cope with a spike in accusations • The Productivity Commission estimates that bullying at work costs the Australian economy between $6 billion and $36 billion annually
• Complaints are on the rise with calls to hotlines in the thousands but it is believed that most cases go unreported, with victims suffering stress and health problems, or leaving the workplace

What constitutes bullying?
Career adviser, Catherine Adenle, has posted a comprehensive article on workplace bullying on her website. She defines bullying as a deliberate attempt to belittle, control or undermine someone. It typically happens over a prolonged period of time and can severely damage self-esteem and confidence. It can be obvious or subtle and it can happen in front of others or in private. It can cause a lot of stress to the person being bullied and it can have far-reaching, damaging effects on work colleagues.

Bullies will usually combine various types of behaviour including:
• Ridiculing you or being sarcastic towards you
• Damaging or undermining your reputation and position
• Humiliating you in front of others
• Criticising or ignoring you, or undervaluing your efforts

Why do people bully, and why do women bully other women the most? The rise in long hours and high-stress work environments could be to blame. Some bullies are unconscious of their effect on people, whilst others consider it a mark of strong management. There are others, however, that like the energetic power-play, the sense that they are powerful, and get pleasure in having someone who is feeling vulnerable in their sight. Statistics reveal that women bullies single out other women more than 70 per cent of the time. It seems that female bullies want to undermine, belittle and intimidate the more vulnerable women in their midst. They may be threatened by the potential success of others and don’t want them to be prominent; they may exhibit a perfectionist personality and nit-pick endlessly about performance; or they may be suffering stress and pressure with the demands of their role.

Bullying at senior levels
Executive bullying can occur at all levels of an organisation, creating an unhealthy work environment rife with micro-management, information hoarding and self-interest. It stifles innovation, productivity, creativity and openness. Some professionals need to exert power over others to fulfill their own personal goals, distracting colleagues from real business concerns.

At Board level, it can have an impact on a company’s governance structure and reputation, with the Directors being paralyzed and dysfunctional around decision-making.

Executives are least likely to report bullying for fear of damaging their career prospects. There are so many talented people who leave organisations prematurely and ‘walking with their feet’ is their way of dealing with the bullying problem. This approach does not deal with the core issue though, as bullies may be found in the next organisation or Boardroom.

Dr Carlo Caponecchia is an Australian expert in psychological hazards at work and co-author of “Preventing Workplace Bullying”. His website Beyond Bullying is a good general resource for both employers and employees. He sets out clear guidelines for those who believe they are being targeted including knowing your rights, seeking information and assessing the situation, and collecting evidence with detailed notes and objective facts.

Is a workplace psychopath in your midst?
As I travel across Australia, people are telling me that Dr John Clarke’s book “Working with Monsters” is helping them the most in dealing with bullies. Dr Clarke calls them ‘workplace psychopaths’ and says they exist in a variety of workplaces. His research shows they are individuals who manipulate their way through life, leaving an indelible mark on both their victims and society. They are destructive men and women - cunning, self-centered, ruthless and terrifying, making working life a living hell for many of us. His book outlines their psychology, their motivation, and shows how to recognise and manage a workplace psychopath within your midst.

• Have you any comments about bullying?

Donny

BYOD: just one of the issues requiring a shift in approach for mobile, flexible workplaces

Marissa Myer’s edict to her Yahoo workforce two weeks ago that working remotely will be no longer possible for her employees ignited fierce debate across media sites and the online world. For some businesses, having the team gather at a physical location on a daily basis is critical, while for others, incorporating the concept of virtual work, flexibility and mobility into their business model is seen as both good business sense and an unstoppable force.

Michael Bloomberg considers working from home “is one of the dumber ideas I’ve ever heard”, while Richard Branson is for it, believing choice empowers people and makes for a more content workforce.

Managing a virtual workforce has numerous challenges such as keeping track of what everyone is working on, leading a remote team, costly security issues and ensuring high productivity.

Last year, Fast Company published 3 Tips for Managing a Virtual Work Force, aimed at keeping a finger on employee morale.

Tip #1 Make sure you have the right tools in place including collaboration and document sharing tools, avoiding the confusion of multiple versions by leveraging tools like DropBox, and shared calendar programs like iCloud.

Tip #2 Reward people, virtually or otherwise suggests ways to monitor billable hours and other metrics, and how to keep morale up in this emerging cultural workscape.

Tip #3 Incorporate in-person connection stresses the importance of connectivity and cultural isolation issues, which was highlighted by Sharon Ferrier on her recent behind closed doors Think Tank post: Working from home stifles creativity.

Bring Your Own Device - a radical shift in client computing
One of the other challenges hitting workplaces is the BYOD (bring your own device) trend, which is gathering pace. Ten years ago, organisations issued executive teams and travelling staff with Blackberrys and laptops, while nowadays, sales and business development staff are issued with tablets. However, many employees these days own their own smartphones, tablets and laptops and don’t like to carry, or move between, work and personal devices.

Gartner considers ‘the rise of bring your own device’ programs is the single most radical shift in the economics of client computing for business since PCs reached the workplace.” (BYOD: New Opportunities, New Challenges, Gartner Report, 16 August 2012)

BYOD requires company policies that don’t compromise security, increasing the risk of data leakage, and keeping track of vulnerabilities and updates. This has seen the rise of Mobile Device Management Software and specialised companies offering solutions in this space.

BYOD can create headaches for business - but benefits employees
behind closed doors member and a Manager of Information Services, Jodie Rugless, has implemented a BYOD policy for her workforce and believes hers to be in the first 10% of Australian organisations to do so. In her opinion, the benefit of BYOD is employee satisfaction and personal productivity improvement. People like using the devices they are used to and, as a result, they are more personally productive and satisfied.

For benefits on the organisational side, however, there are many skeptics out there. Steve Ranger, executive editor of ZDNet and TechRepublic UK, wrote recently about why BYOD won’t suit every business BYOD: 10 reasons it won’t work for your business. Ranger believes the BYOD culture may not work for everyone: staff resent paying for their own phones, laptops and tablets; it can make life harder for the IT department; it won’t cut costs; and security is one of the biggest headaches.

• What’s your view of BYOD?
• As a leader, how do manage your people around flexibility and working off site?

I would love to hear from you!

Donny