Workplace bullying most typically happens between a manager/supervisor and an employee. We have also known reports of peer-to-peer bullying in the workplace, but that typically is not as distressing as bullying by a superior. Also, when an employee reports incidents of harassment to the ultimate employer (in a smaller company) or to the Human Resources (HR) department (in a larger company) they often do not receive the treatment that they deserve. In fact, instead of resolution of the problem what the employee might receive is more bullying from the employer and/or from HR.
Why does this happen? The following are some of the reasons:
- Many companies do not do a good job in filling managerial/supervisory positions – they often promote people to those positions who do not have the skills required for supervising or managing.
- They often promote employees to management or supervisory positions to reward them for their hard work as employees, but there is no guarantee that a good worker will also be a good manager or supervisor.
- They should come up with other ways to reward a good employee so everyone does not have to be a manager to get ahead in the company.
- Managers and supervisors often do not have the basic inter-personal skills needed to maintain a harmonious workplace.
- Managers and supervisors erroneously believe that the only way to succeed is to maintain a strong “control” on the employees.
- Employers and HR directors sometimes believe that it is easier to get rid of an employee rather than having to deal with his or her complaints.
Once employers and HR directors accept the fact that managing and supervising requires special skills, things will be better for the workplace environment.