What do you mean, the job is never finished?

Posted by | July 27, 2015 | Workplace Wellness | No Comments

So you’ve got a bullying policy. When was the last time you updated it? Do you even know what’s in it? Do your employees? This is the fourth in our Stop Bullying series.

Screen Shot 2015-07-27 at 1.27.29 pm

If you’ve been following our BE Intent No to Bullying Blog series, you’ll know that there are a number of things to keep in mind when it comes to beating bullying: building a great workplace culture, preventing and identifying bullying, and managing it when it does arise. But then what? The experts say that at this stage it’s essential not to become complacent.

You may feel you have an excellent policy in place, everyone is aware of it, and any bullying found has been well managed and taken care of. But here’s the catch: your policy and procedures need to be current. That means reviewing, revising and updating them all the time. Here are some tips:

  • Make sure you know your policy inside and out, and it’s somewhere handy and accessible, not gathering dust somewhere!
  • Make sure bullying policy information is part of the induction of every new employee.
  • Check in with new employees a couple of weeks after they’ve started, to make sure they’ve retained and absorbed the information.
  • Open the door! Make sure everyone in the organisation knows that the policy is up for constant revision. They should know that you welcome their feedback, suggestions, and information on what isn’t working.
  • If an incident has occurred, have a review after it’s been dealt with, to see what might need to be changed for next time.
  • Hold random checks of people’s knowledge of the bullying policy your organisation holds. This isn’t to catch anyone out, it’s to find out whether people know what to do if they see bullying, or if they experience it themselves. The aim is to make sure they feel well aware of what support is available, and the stand that the organisation takes on the issue of bullying.
  • Be aware that you can’t just develop a policy and then put it on the shelf, never to be looked at again. It should be a dynamic, living document, that can be used and referred to constantly.

For more suggestions on how to keep your policy current, check out the BE Intent Stop Bullying module.

Remember: All this might at first seem like a hassle but it’s a great idea to see it as an opportunity to learn and grow – and to show your commitment to a fantastic workplace for your staff! Contact us to find out more about how we can help you through.

Holding a smartphone already provides two out of the three, and https://justdomyhomework.com/ do homework video sharing apps provide a platform for those inclined to participate in the third part of the recipe.