Workplace bullying is a serious and growing problem that can have lasting effects on employees’ health, productivity, and well-being. It is also often accompanied by other negative workplace behaviours, such as harassment and discrimination. Workplace bullying can happen any time someone with authority uses their power to intimidate, threaten or humiliate an employee in a way that results in emotional or physical harm. Unfortunately, workplace bullying is not always easy to recognize as it may take different forms at different times. However, there are some techniques available for recovery from workplace bullying.
Recovery Is Multi-Phased And Holistic
Recovery is a multi-phased, holistic process. It’s not a quick fix; it doesn’t happen overnight and is certainly not a linear process. Recovery occurs over time, with each step requiring its level of commitment and self-awareness. Recovery can be challenging to achieve, but it can be done if you’re willing to work and seek out support from others who’ve been there before.
Recovery requires you to acknowledge your feelings about what happened at work, whether good or bad – because only then will you fully understand how they affect your life both now and in the future (and vice versa). Once this happens, we can start talking about what recovery could look like for each person – because there’s no correct answer here: everyone will have different needs when recovering from workplace bullying.
Recovery Is Embedded In Learning
Recovery is a process that involves learning. The journey to recovery is full of learning opportunities, each of which can be used to help you heal and move forward in your career and life.
For you to recover from workplace bullying, certain things need to happen: You must be open to new information, willing to learn about yourself and what happened, able to manage the emotional fallout from being bullied, and able to handle the psychological fallout from being forced, able to manage physical symptoms like headaches or fatigue that result from being bullied regularly, and willing of talking about what happened so that it doesn’t continue happening by default.
Recovery Requires a Safe Environment from Psychotherapy and Counselling Sydney
A safe environment is one in which there is an anti-bullying policy and a management structure that effectively deals with bullying.
An anti-bullying policy at Psychotherapy and counselling Sydney should include the following:
- An explanation of what constitutes bullying
- A description of the process for reporting bullying, including details on who can make the report and how it will be dealt with
- Clear instructions on how to prevent acts of bullying before they happen, as well as what action should be taken if a show has been observed or reported but not prevented (e.g., disciplinary action)
The management structure should include the following:
- Appropriate policies for dealing with complaints about workplace harassment; for example, this could mean having specific procedures in place for dealing with different types of cases (e.g., verbal abuse vs physical assault).
Recovery Requires An Economic And Social Safety Net
Recovery from workplace bullying can take a long time. It’s important to understand that it is not just about the person who was bullied, but also their family and friends and their workplace environment. If you have been forced into your workplace, it’s essential to get support from these people and professional help if necessary.
Your employer should have an anti-bullying policy and code of conduct that outlines how they will deal with any allegations of bullying in the workplace. It’s also essential for them to make sure there are appropriate policies and procedures for dealing with bullying when it occurs.
Recovery Requires An Effective Anti-Bullying Policy
An anti-bullying policy is a document that establishes procedures for detecting, preventing, and responding to bullying in the workplace. An effective anti-bullying policy must be clear; concise; practical; and supported by management. It must also have clear procedures for reporting bullying, a complaints process, and adequate resources to support its implementation.
Anti-bullying policies can help prevent workplace violence, but they are not enough on their own as they do not deal with the underlying causes of bullying in an organization, including the work environment or culture. A comprehensive anti-bullying strategy needs to address these issues. Otherwise, it will have little effect on reducing workplace bullying incidents at all levels within an organization.
Recovery Is Not Enough – Stress Management Counselling and Therapy is Needed
Recovery is not enough; stress management counselling and therapy are also necessary! Recovery from workplace bullying can be a long and challenging road. Recovery, although important, is often not enough. It is more cost-effective, efficient, and sustainable to prevent workplace bullying from occurring in the first place than to deal with the consequences after it has happened.
Prevention of workplace bullying should be based on five main principles:
- Prevention should be a team effort – involving everyone in an organization
- Prevention should include education about what constitutes acceptable behaviour at work
- Prevention should focus on creating an environment where both managers and employees feel confident reporting incidents of bullying when they occur
- Prevention measures must be genuinely employee-centred and not just seen as another tick-box exercise by management; they need to have genuine input from employees
- Prevention must include clear policies that everyone in an organization understands
Conclusion
As the evidence shows, workplace bullying is a serious issue that can devastate workers, employers, and society. Therefore, workplace bullying must be regarded as a workplace health and safety issue to be addressed by all employers and their employees. Workplace bullying does not just cause physical trauma – it can also lead to psychological problems such as anxiety and depression. Fortunately, some steps can be taken at both the individual level (by creating an environment where individuals feel safe) and the organizational level (through policies on prevention).
