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Keep a civil workplace: 7 tips

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in HR Management,Human Resources

Nearly 3 of 4 managers (72%) have bullying tendencies—that’s according to a Zogby International survey of U.S. workers.

Studies show bullying can affect the victim’s physical and emotional health.

Employers, in turn, may suffer the cost of lost productivity, decreased attendance and increased medical claims and legal risks.

Advice: When managers treat employees professionally and with courtesy, bullying will never become an issue. Here are seven do’s and don’ts:

1. DO know the definition of bullying: A form of abuse that includes verbal humiliation, persistent and unwarranted criticism, and intentional social isolation and exclusion.

2. DO stay focused on job performance. Avoid negative comments that are unrelated to the task at hand, such as remarks about the employee’s personal life, appearance or actions. Example: Comments like “any dummy could do this job” could be construed as bullying.

3. DON’T single out an employee for discipline, such as taking away work responsibilities without a reason or explanation or setting tougher deadlines that make success more difficult.

4. DON’T respond to employee mistakes with an accusing tone and loud voice. Instead, describe the problem and suggest ways to prevent or repair it. A manager’s job is to teach, not scold.

5. DO be cautious of “jokes.” Don’t persistently tease employees or make them the target of your jokes. They likely won’t see the humor.

6. DO keep reprimands private. There’s no need to publicly berate or disparage the worker in front of co-workers.

7. DON’T trade in gossip and rumors. As a manager, you must keep above the fray and not gossip or spread rumors.

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