How to tackle unacceptable behaviour at work
Unacceptable behaviour has a significant impact on both individuals and organisations. Employees struggle with mental health pressures, health problems and are sometimes off work for long periods. Organisations have to deal with disrupted collaboration, loss of productivity and even legal procedures and reputational damage. Our experts can help you avoid these issues. With a strong prevention policy, clear procedures and targeted support, you can create a safe workplace where everyone feels respected.
On this page:
What is unacceptable behaviour at work?
Unacceptable behaviour at work is behaviour that crosses someone’s personal boundaries and undermines their dignity. It often involves repeated incidents of undesirable behaviour, but even a single incident can be perceived as unacceptable.
Below are a few examples of unacceptable behaviour:
- bullying : gossip, harassment, social exclusion
- sexually unacceptable behaviour: unacceptable touching, ambiguous remarks or suggestions
- aggression: verbal or physical violence
- harassment: threatening, controlling, dominating
- discrimination: based on gender, origin, age, religion and so on
- Toxic leadership: micromanagement, emotional manipulation, punishing different opinions and so on
Want to prevent unacceptable behaviour in your organisation?
Our experts can support you with a tailor-made approach.
As an employer, how can you ensure a psychologically safe climate?
The legislation on employee wellbeing obliges employers to prevent and address psychosocial risks .
One of the key requirements for preventing all forms of undesirable behaviour as far as possible is creating a psychologically safe climate. That means a work environment where you can express your opinions freely, ask questions, dare to admit mistakes and just be yourself, without fear of being rejected, punished, humiliated or any other negative consequences.
What is essential for creating a psychologically safe climate?
- Open dialogue culture – People engage in conversations with respect. This also facilitates discussions about undesirable behaviour.
- Provide sufficient space for people to make mistakes – Mistakes are permitted and can be discussed without pointing fingers.
- A sense of helpfulness – Team members are open to helping and supporting each other.
- Inclusion – Everyone matters. Everyone is involved. And everyone’s input is valued.
Source: Amy Edmondson, Harvard
How to tackle unacceptable behaviour
Opt for a comprehensive approach that focuses on prevention, detection and response. A sound policy includes the following elements as a minimum:
- Policy statement
Make it clear that unacceptable behaviour will not be tolerated. Set out what your organisation really wants: a workplace built on respect and trust. Develop your policy together with our experts.
- Code of conduct
Translate the vision, values and commitment from the policy statement into specific behaviour. Make sure that all employees – including managers – can relate to it.
- Confidential counsellor and contact persons
Give employees accessible ways in which to share their stories. An internal or external confidential counsellor plays a key role here. See our training courses for confidential counsellors.
- Reporting procedure
Draw up a transparent roadmap for anyone who reports undesirable behaviour. Describe what is happening, who is involved, and how you can arrive at a solution. Are your employees experiencing instances of aggression or other disruptive behaviour at work?
- Training and raising awareness
Provide regular training for employees and managers. Managers have a direct impact on wellbeing in the workplace and play a crucial role in identifying and preventing unacceptable behaviour. By investing in training, you show that the policy is not just something that you have put down in writing, but that it is genuinely embraced within the organisation.
- Follow-up and adjustments
Evaluate whether your policy is working on a regular basis. Are there any signs ? Is the code of conduct actually being upheld and implemented? Use these insights to make targeted adjustments, implement new actions and ensure the policy remains dynamic.
If you wish to take a sustainable and dynamic approach to psychosocial wellbeing in your organisation, have one of our prevention advisors on psychosocial aspects support you with targeted advice and personal guidance, fully tailored to your organisation. Contact your prevention advisor on psychosocial aspects for more information. You can find their contact details in your My IDEWE Professional customer area.
As an employee, where can you seek help in cases of unacceptable behaviour?
If you are having to deal with unacceptable behaviour as an employee, try to discuss the situation with the person concerned first. If that does not work or nothing changes, contact your manager.
It may be necessary in some cases to bring in a neutral, trained intermediary (such as a confidential counsellor or prevention advisor on psychosocial aspects).
A confidential counsellor is a colleague who has been appointed in an official capacity, has followed training courses for the role and is well versed in how your organisation operates. They are approachable and provide a safe space for you to share your story. You can also turn to IDEWE’s prevention advisor on psychosocial aspects.
Wish to raise a problem?
- Request a meeting with the confidential counsellor.
- Decide how to approach things further during the meeting.
- Remember that every conversation is strictly confidential, as your confidential counsellor is bound by an obligation of professional secrecy.
How can IDEWE help your organisation to tackle undesirable behaviour?
Our experts will help you to prevent and tackle unacceptable behaviour in your organisation. To this end, we use legal expertise and practical support based on your organisational culture.
You will receive the following:
- support in developing a psychosocial wellbeing policy or a policy on respectful behaviour in the workplace
- coaching for your confidential counsellors and managers
- risk assessments on psychosocial aspects
- follow-up after incidents or reports
- awareness-raising through information sessions, e-learning courses and communication materials
Why opt for IDEWE?
- Experienced experts – With our experienced prevention advisors on psychosocial aspects, you are assured of the right support.
- Tailored services – We tailor our offer to your organisation’s needs.
- Discretion – Your company and personal data, including that of your employees, is handled with the utmost care.