Below is a list of tips to help managers prevent bullying in the workplace:

• Ensure workplace stressors and risks are reduced:
  • Poorly defined roles and systems of work are a risk factor for bullying
  • Ensuring your team understand their roles and have the appropriate skills and resources to do their job helps to reduce issues and conflict that could lead to bullying
• Develop respectful workplace relationships through promoting positive leadership styles, communicating effectively and engaging staff in decision making
• Provide regular and honest performance feedback in a constructive and respectful way
• Confidently enforce the Trust’s vision and values through day-to-day management to promote a positive workplace culture
• Ensure standards of conduct are clearly communicated during local induction and that staff are aware of the Trust’s dignity at work procedure, ensuring they feel confident to know how to raise a concern of bullying and/or harassment
• Create an open, safe and confidential environment for staff to feel comfortable in approaching management
• Treat all concerns seriously and communicate honestly and openly. Listen to the concerns and involve staff in identifying an appropriate resolution informally where appropriate
• Acting promptly on issues when they're raised can stop the situation happening again and show staff that workplace bullying is treated seriously by the Trust

Please see the example questions below that a manager can ask when a member of staff has raised concerns of bullying or harassment:

• Is the behaviour bullying or not?
• Do measures need to be taken to minimise the risk of ongoing harm?
• Do I have a clear understanding of the issues?
• Do I need additional information or assistance?
• Can the matter be safely resolved between the parties at a team level?
• Should the matter be formally investigated?