feature
with those who are expected to provide
feedback?
■■ What do I feel is an appropriate way to
express frustration at work?
■■ How do I react when my boss or coworkers
are frustrated at work?
■■ How do I respond to the negativity of
others?
■■ When do I feel good-natured teasing
crosses the line to bullying?
■■ When do I feel that criticism crosses the
line to bullying?
■■ What do I feel constitutes disrespectful
behaviour from a manager?
■■ What would I need others to say or do
differently to believe the bullying has
stopped? (Be specific and ensure the
difference is objectively measureable. E.g.
Rather than “be nice” you may ask that
they refrain from critical or demeaning
comments in front of others.)
BYSTANDER INFLUENCE
In workplaces, bystanders have the ability
to influence and change a bullying culture.
It is important for all stakeholders to
iluistrator / Shutterstock
DIFFUSING A SITUATION WHERE BULLYING BEHAVIOURS
ARE APPARENT CAN BE AS SIMPLE AS SAYING,
“IS THERE SOMETHING I CAN DO TO HELP HERE? IT
SEEMS LIKE EMOTIONS ARE RUNNING HIGH.”
HRPATODAY.CA ❚ JANUARY 2015 ❚ 29