I am currently handling a nasty investigation into bullying and harassment at my company. What do I do after the investigation if all parties remain with the company? The relationship has broken down — do we just have to move the employees? I think it’s too late for mediation.
To read the answer, click here: What to do When the Bullying Stops
3 thoughts on “What to do When the Bullying Stops”
I think it’s also important in situations that involve a man and a woman, not to automatically offer to transfer the woman. It just seems like in any negative situation – harassment, aggression, even a bad office romance breakup, it’s always the woman that leaves the job (leaving everyone else with the perception that she’s slinking off in shame). Meanwhile the guy keeps his job and comes out smelling like a rose – even if he was the one in the wrong.
but what about if it’s a mean-girl bullying case?
I agree with all the suggestions made. But, I also think that sometimes it’s helpful to ask the parties — the so-called perpetrator and victim — if there’s anything they can suggest that would be beneficial going forward. For example, I am aware of situations in which the parties agreed to meet — with a manager present — to “make up” and/or agree on ground rules for the future, and/or for the alleged perpetrator to apologize. The latter was in an off-color joke scenario in which the joke was only borderline offensive — if at all — and the teller did not realize that anyone would be offended until the victim complained.
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