Employee intimidating behavior
As a supervisor, you should take immediate steps to address problem behavior and ensure the safety of your employees.Do not ignore or downplay direct or indirect threats from any person, as they could escalate into serious incidents later on.The Workplace Bullying Institute defines bullying as “repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators that takes one or more of the following forms: verbal abuse, offensive conduct/behaviors (including nonverbal) which are threatening, humiliating, or intimidating; or work interference – sabotage – which prevents work from getting done.” The primary issue with bullying is that the perpetrator desires to control the other person’s behavior, usually for his or her own needs, personal agenda, or self-serving motives.
If left unaddressed, disruptive behavior typically continues to escalate, resulting in negative consequences for the individual as well as others.
The Office of Diversity and Affirmative Action will provide assistance with unfair treatment reporting sexual harassment or civil rights discrimination.
Assertiveness isn’t an option for success-minded managers — it’s a must-have skill.
Supervisors should consult with Human Resources and Labor Relations when dealing with disruptive behavior.
The Employee Assistance program can provide help and support in all situations except those involving violence to self, others, or property.
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