How to tackle bullying at work efficiently?

Developing a policy
 

On this page:

• What is bullying at work?
• What is undesirable unacceptable behaviour at work?
• What are the consequences of workplace bullying?
• How can you tackle bullying at work efficiently?
• How do you foster a sense of connection in the workplace? Three tips
• How can you strengthen your employees’ resilience?
• Where can you ask your questions about bullying at work?

What is bullying at work?

Bullying at work is when one or more colleagues are unpleasant to an employee on an ongoing basis. Such behaviour can be conscious or unconscious and affect the employee physically, mentally or emotionally.

14.6 per cent of employees in Belgium have experienced bullying at work in the past six months. This is shown by a study by IDEWE in 2024. Most common types of bullying:

• Intimidation: undesirable remarks or actions that inspire fear
• Sabotage: unjustified criticism or harassment of someone, such as gossiping or deliberately withholding information
• Social exclusion: not inviting a colleague to work-related or social activities such as a team lunch or party

What is undesirable, unacceptable behaviour?

Bullying is a form of undesirable, unacceptable behaviour at work (UUBW), that same as aggression or sexual harassment. It has a big impact on your employees’ wellbeing. 

Wish to set up a policy on undesirable, unacceptable behaviour? Learn more.

What are the consequences of bullying at work?

Bullying is bad for your employees’ health:

• Their motivation and overall wellbeing are reduced.
• They suffer from physical complaints, such as headaches and insomnia.
• They experience more stress and anxiety, increasing the risk of burnout and depression.

Workplace bullying is bad for your organisation too:

• The quality of work and productivity decline.
• Sickness absence and staff turnover increase.
• The general mood and your organisation’s reputation are affected.

Is a colleague behaving differently? Has their performance dropped? Vigilance is indicated.

How to protect your organisation against bullying at work? 

Our experts can work with you to develop an appropriate policy on respectful behaviour at work for your organisation. 

Get in touch now

How to tackle bullying at work efficiently?

The first requirement to prevent bullying at work is a respectful, inclusive workplace. Create an environment where your employees feel safe and are willing to report their concerns. 

• Develop an effective policy on respect at work. A clear vision comes first. Determine what you care about as an employer and define clear guidelines and procedures. Be sure to communicate them within your organisation.
   
• Raise awareness among your managers. Managers play a crucial role in recognising signals and supporting your employees.
   
• Raise awareness among your employees. Run awareness campaigns and download our awareness materials via My IDEWE Professional. Provide your employees with training on respectful communication, diversity and inclusion.
   
• Ensure that bullying at work is open to discussion. Encourage employees to report incidents and talk about bullying. Do you notice someone behaving unacceptably? Confront that person about the behaviour. Is it hard for you to talk to such a person? You can also turn to a confidential counsellor, colleague, manager or prevention advisor on psychosocial aspects (PAPS) for help. 

How to foster a sense of connection in the workplace? Three tips

Connected communication ensures a workplace where people feel heard and understood. It is built on respect for each other’s uniqueness, values and needs. Open interaction between colleagues and managers enables everyone to state their feelings and express their specific needs. This not only improves the social climate within your organisation, it also lays a sustainable foundation for service provision to your customers.

Three tips for more connection in the workplace:

1. Keep everyone in mind. Check carefully that you have invited everyone to your team meetings, whether virtual or in person. Pay special attention to employees whose jobs do not involve many regular meetings. 
    
2. Do not start meetings by getting right to business. Virtual meetings, in particular, can be overly goal-oriented. This denies employees the opportunity to express what they are feeling.
    
3. Arrange for personal check-ins and team meetings. This is especially important if your organisation has a hybrid work model. Set the example by explicitly noting your own feelings and needs.

How to strengthen your employees’ resilience?

Stress is one of the most common causes of health problems according to the European Agency for Safety and Health at Work. Workplace stressors, such as bullying, can make your employees exhausted and vulnerable.  

Use these IDEWE tools to help strengthen your employees’ resilience:

• Employee Assistance Program (EAP) – EAP supports employees’ mental, emotional and physical wellbeing.
• 33 day challenge – Series of simple, varied exercises to boost your employees’ resilience.

Where to ask your questions about bullying at work?

Employees with questions can always turn to their local IDEWE office for answers.

Are you an IDEWE customer and would you like to discuss a specific situation or develop a policy tailored to your organisation? Ask your IDEWE prevention advisor on psychosocial aspects. You can find their contact details in your My IDEWE Professional customer area.