Paul PelletierProject management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting Vancouver, British Columbia, Canada
There are a number of important steps project managers can take to confront project bullying and protect their team members. Some of the most practical, proactive tips are the following:
1. Create organizational anti-bullying policies, effective methods to report and investigate alleged bullying, and make training mandatory: All organizations should establish clear and effective bullying policies and procedures for addressing bullying allegations. Training, awareness, and education are critical to the success of such policies.
2. Consider long-term project and organization well-being when addressing bullying: There are deep long term impacts on project and organizations. They include reduced likelihood of project success, team, financial, human resource, legal risk, public relations and employee health impacts. Looking beyond just the bully and target helps motivate organizations to deal with the problem - it is far better to proactively and directly address the bullying than to permit spreading poison throughout the organization.
3. Lead by example from the top: From the project manager/leader and organization's highest levels, it should be made clear that bullying isn’t acceptable. So, from the CEO and project managers, all the way down to lower-ranking staff, the message must be one of zero tolerance for bullying.
4. Respond to all types of bullying behavior: Bullying often begins with small actions such as eye rolling, sneering, or demeaning a colleague, either in private or publicly. Although such behavior may seem insignificant, it is unprofessional and project managers must address it immediately. The effects of bullying arise from these types of indignities and often lead to more serious problems if left unchecked.
5. Take bullying claims seriously but proceed with caution: Assuming a bullying allegation is merely a conflict between two coworkers who should sort it out between themselves represents a misunderstanding of bullying. It’s much more one-way and requires authoritative intervention. Take bullying allegations seriously, but don’t assume they’re true —this is for the investigation process will determine. Ensure that you take the initiative to respond and report and let the experts take over.
6. Bullying investigations must be impartial, fair, and fulsome: In order for a project team or the organization as a whole to feel safe and have faith that it takes this issue seriously, it is essential that investigations are unbiased, free from political interference, and result in appropriate responses if allegations are proven. An impartial investigator should be engaged to conduct this sensitive work and be permitted to speak to anyone who may have witnessed the activity. Saving Changes...
Paul, I think your suggestions are extremely useful and workable. I liked the idea of dealing such conflicts with caution as it might have been misreported. Thanks for your input. Saving Changes...
Paul PelletierProject management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting Vancouver, British Columbia, Canada
Thanks Suhail. You are right - the process must be fair, unbiased and safe for everyone. The purpose is to successfully investigate the matter in a thorough, independent fashion and uncover the truth.
Next there must be authority to deal with the result - regardless of what was discovered.
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