This week is anti-bullying week and we thought it would be helpful for many managers to have a look at the line between “firm“ management and bullying.
One clear frustration we pick up from managers is that they feel employees often think they can pick and choose what management requests they respond to and carry out.
Many managers find it hard to know just how firm to be when their employees treat their roles as a bit of a “pick and mix” counter....happy to do some aspects and belligerent about others. But where does “firm” tip into aggressive? It is not surprising that managers often don’t take the steps to manage the performance of team members when it is needed, for fear of a grievance being bought and bullying claimed.
Actually, as managers, we have a right to expect good standards of performance in work and we have a right to manage the situation if team members fall short or refuse to carry out a reasonable request... as long as it is done fairly.
So what are the demarcation lines between firm management and bullying?
Have a look at our guidelines to see...
We are asked a lot of questions around this topic in our management development programmes and particularly our workshops on appropriate workplace behaviour. So for more guidance and advice give us a call on 01903 732 782 or email us firstname.lastname@example.org or have a look at how we have helped other organisations develop the confidence of their managers to deal with tricky situations.
I joined Stella and Tracy at Focal Point in 2003 and have seen both the Company and my role evolve during this time. I now work closely with the management team to achieve and improve business efficiently. To re-energise myself after a day in the office, I like to go to Zumba classes in the evening!