Schools are workplaces as well as institutions of learning. Bullying in the workplace occurs in all professions and across education levels.
Does your school safety plan include a protocol for addressing workplace harassment, bullying and violence?
I recently spoke with the principal of a school in a district where I’m training and developing violence threat assessment teams. This principal has concerns about the negative relationships she’s seeing between some staff members. Workplace bullying is its own problem, but at times, it can lead to violence.
Here’s how to avert that progression.
The first step is to put a workplace bullying or harassment policy in place. This will give you something to reference and enforce when you are faced with a bullying situation. It will also provide an opportunity for you to learn about the legal issues involved in workplace harassment. For example, it is illegal for someone to harass or discriminate based on gender, race, religious affiliation, disability and other protected categories.
If you are witnessing active bullying or harassment between employees or staff members, it’s important to intervene immediately and let the bully know that his or her behavior is unacceptable and violates workplace policy. This behavior should never be ignored. Boundaries should be put in place and monitored. Whether the person chooses, or is able, to respect those boundaries will tell you a lot about his or her mindset.
During your conversation with this person, you will want to observe him or her for unusual mood, behavior and language – something that is out of character for this individual. I recommend chatting a bit about successes and challenges the person is facing to gain some insight into anything particularly stressful or difficult in the person’s life. If you have an employee assistance program, now’s the time to offer it. While you are setting a boundary, you also want to convey that you are there to help and work with the person so solve the issues. Teaming up will help both of you, and will go a long way toward diffusing any anger that may exacerbate a grievance.
It’s vital to document all reports, conversations and interventions, and continue to check in and monitor the situation with all parties involved. If things escalate, you will need to take additional steps which may include mediation, suspension from duties or contacting law enforcement.