Health at Work is Our Business

Adver Health

To contact us:

Phone: 01462 646832

Fax: 01462 642275


Home Page | About Us | Our Services | What's New | Directory of Related Links | Page Directory

Harassment & Bullying

Page Directory

Stress at Work

Change Management

Harassment & Bullying


Conflict at Work

Health Risk Behaviour

Healthy Behaviour


The Employer

1. Harassment and Bullying can be very costly and impact on the entire organisation. This can serve to thwart all that you do in making your company competitive.

2. Make provisions to prove that you have a working policy in place to tackle Harassment and Bullying.

3. Make the procedure informal in the reporting of such issues.

4. Encourage not only those that are the targets of such behaviour but also those that are witnesses or suspect that such actions are taking place in the organisation to report it.

5. Create a culture and ethos in the organisation in which positive behaviour towards others is encouraged and negative behaviour is actively discouraged.

6. Build into the appraisal system a mechanism, which can provide a measure and feedback on the individual's interactions with others, especially those that are directly responsible for supervision and management.

7. Be aware especially with new appointments that in the short term that this type of antisocial behaviour can appear to be initially positive in the markers used to gauge performance. It may be many months before a downward trend is detected and by then it becomes difficult to associate it with the initial appointment.

The Employee

1. It may come as quite a surprise to you that what you are experiencing is bullying or that you are being harassed. If you as an employee are reading this then you probably have some idea and that is why you are here.

2. One of the most important things to do is to keep a diary of such instances in which as far as possible you record dates, times and any such behaviour no matter how trivial you regard it at the time.

3. Try and record historical instances of the behaviour although it maybe hard to supply an accurate time line of the events.

4. Try and confide in someone. This maybe anyone you have confidence in, whether connected with the organisation or not. Sometimes it is better if this individual is independent such as a family member or close friend.

5. Many people in this situation report that they feel as if they are going mad. This is quite natural as you are heightened to looking for negative behaviour you feel is directed towards you. Often others maybe totally unaware of the witnessing of the behaviour of its impact on you.

6. People often report the  'Jekyll and Hyde' nature of the perpetrator and this adds to your confusion.

7. Above all remember, despite what you may have been told or feel it is the inadequacy of the perpetrator that is the issue and not you.

8. Further help can be found on this website:

Bullying at Work

File for downloading