Transforming How We Respond to Grievances, Bullying & Harassment
Transforming How We Respond to Grievances, Bullying & Harassment
BY STEPHEN ADAMS
“The traditional response to an allegation of bullying or harassment would be to launch into a formal investigation” says Stephen Adams from The TCM Group. Does this approach actually give people what they need? How do you think these issues should be addressed?
The traditional response to an allegation of bullying or harassment would be to launch into a formal investigative procedure. The process would begin, gathering evidence from all available sources, with the objective of finding out whether or not there was a case to answer.
But how often do colleagues and companies actually get what they want through these existing policies and procedures?
The policies in themselves create division. They evoke an “I win- you lose” situation. They facilitate a defend and attack approach. This, in turn, could affect colleagues’ wellbeing, career prospects and have an impact on their home lives. The processes can take months to be heard and even longer for an outcome to be given.
Do these lengthy, unhealthy processes generate a win- win for the colleagues involved, and the company? Almost certainly, not. Generally speaking, both parties will end up losing out in some way. It’s just that one person loses more than the other.
