tackling bullying in the workplace

www.thetcmgroup.com © 2015

Tackling Bullying at WorkA common sense approach for dealing with one of the most challenging issues affecting modern organisations.

David Liddle, Chief Executive of The TCM GroupElaine Smit, Resolution Consultant


• David Liddle and Elaine Smit.

• Duration – 45 mins.

• Recorded and transcribed

• Polls and questions.

• Free copy of TCM Model Resolution Policy for all attendees.

• Enjoy!

Welcome to the webinar


• Mediator, teacher and leader with over 20 years experience in the field of conflict management.

• Degree in race relations plus an MBA.

• Background in community cohesion, inclusion, Restorative Justice and non-violence.

• Created the FAIR Mediation Framework™

• Author and blogger.

• President of the Professional Mediators’ Association. The trade body for mediators in the UK. David Liddle

Chief Executive of The TCM Group


1. Recognising bullying behaviours.

2. Taking action on bullying.3. Helping employees to recover

from bullying.4. Preventing bullying as an

employer.5. The role and benefits of

mediation for tackling bullying.

Hot topics…


Examples of bullying or harassing behaviour include:

• spreading malicious rumours• unfair treatment• picking on someone• regularly undermining a competent worker• denying someone’s training or promotion opportunities

“Bullying and harassment is behaviour that makes someone feel intimidated or offended. Harassment is unlawful under the Equality Act 2010.”

www.gov.uk/workplace-bullying-and-harassment


POLL:How do you currently tackle bullying at work?


• We have become reliant on policies, procedures and processes. These procedures are vital but they impede common sense.

• They are reactive and intrinsically adversarial – they create a culture of FEAR ad SUPPRESSION.

• The impact of conflict/bullying is not measured, evaluated or assessed. Who really knows, or cares, what it costs?

• HR/Unions and management pulling in different directions.

• Leadership is f’ing tough: Feelings, Frustration and Fights. Bad stuff happens, we need to accept it and then we can begin to resolve it. THIS DOES NEED MEAN IT IS LEGITIMATE TO BULLY OTHERS!

• Organisations often leave it too late – they throw money and time at problems that should be resolved much sooner.

• We don’t fully understand the anatomy of bullying and as a result, we address the symptoms, not the root cause…

The problems with bullying at work.

The bogey man is going to get you…


The anatomy

of bullying


1. Unions, HR and Managers working together to promote a resolution culture.

2. Early triage of cases – what do people need, how do they feel, why do they feel that way – what are their goals and their interests?

3. Focus on resolution of the problem rather than collecting evidence of wrong doing.

4. Avoid win-lose or lose–lose approaches

5. Listen and ask questions – be curious.

6. Be compassionate – act objectively and impartially.

7. But be assertive and challenge.

8. Provide ongoing support to all parties.

Some ideas/solution


Each incident of bullying and harassment costs us tens of thousands of pounds . Since setting up our mediation scheme with TCM Group, we’ve achieved a 100% success rate in resolving bullying and harassment cases.

This has generated over £4 million pounds in savings as a direct result of mediation.”

Royal MailMediation and bullying case study

Paul Taylor, Industrial Relations Mediator, Royal Mail


1. Acknowledgement2. Empathy3. Understanding4. Heard5. Respected6. Affirmation/valued7. STOP!

How to help employees recover from bullying:


1. HR, Unions and Management engage in joint Resolution Training.

2. Establish a Resolution Policy.3. Create safe spaces for dialogue4. Introduce a triage process.5. Promote early resolution and

mediation6. Ensure that your approach resonates

with your core values.7. Monitor and evaluate your approach.8. Celebrate success and learn from

failure.

Preventing bullying at work – a real alternative


Grievance ResolutionFormal, adversarial, judgement, blame, punitive, defensive,

draconian, rights based, combative, divisive, win-lose,

sanction, argument.

Informal, safe, talk, listen, empathy,

dialogue, resolve, non adversarial,

collaborative, interests based, openness, values, consensus, mediate, win-win.


Possibleresolution approaches

• Neutral evaluation/resolution assessment• Facilitated Conversation led by HR, union or

senior manager• Mediation (internal or external)• Team building or development• Coaching• Resolution meeting (formerly informal

resolution)• Investigation• Formal Resolution Meeting (with right to

representation.)• Appeal (with right to representation)


Questions and discussion


What is Mediation?

“Mediation is a non-adversarial way of resolving

difficult situations. Mediation is a mind-set, a

framework and a set of skills.

The mediator is neutral. They help the two or more

parties have an open and honest discussion to identify

a mutually acceptable outcome. A win/win outcome.

Mediation is about collaborating rather than blaming.

Any agreement in mediation comes directly from the

parties, not from the mediator. The mediator is not

there to judge, or to tell those involved in the

mediation what they should do. Mediation is both

voluntary and confidential” Liddle, David 2015


The benefits of mediation (ROI)Financial Human

Management and HR time Productivity

Levels of grievances and complaints

Good will and team work

Investigations and determinations

Managerial confidence and leadership

Legal costs Employee engagement

Absence due to stress Employee wellbeing

Attrition Team performance/cohesion


Before we began offering mediation, one of the only choices for our employees was to go down the formal route.

Putting an end to that was the real selling point for the business. But even more importantly was being able to get in very quickly and address issues before they became entrenched. Mediation has had a significant impact within our business. Everybody wins with mediation, no-one loses.

Carole Russell, Head of ER, BT Retail

The BT Experience


Questions and discussion


POLL:Will the information provided today help you to tackle bullying

at work?


We are a management consultancy with a difference. We help organisations to achieve their full potential by removing the barriers of conflict, change and communication breakdown.

• We have been in business for 14 years.

• Core services: Employee and Industrial Relations, Consulting and Training

• We have set up over 300 integrated resolution schemes in organisations across the UK.

• We employ a team of full time mediators and trainers supported by world leading associates.

• We are accredited by Customer First


How can TCM help?1. Free copy of the TCM Model Resolution Policy

plus guidance on how to implement it.2. Free bullying and harassment consultation.3. Mediation, investigation and coaching services.4. Mediation, investigation and coaching training.5. Management and leadership training.6. Setting up internal mediation schemes.


“Over the last six months, our in-house mediation team has resolved 18 formal grievances/complaints.

“A formal grievance costs us approximately £10,000 per case, mediation has saved the organisation in excess of £180,000.”

- Catherine Anderson, Organisational Development ManagerLondon Borough Newham

London Borough of NewhamMediation and bullying case study


Thank you for listening and participating

[email protected]

tackling bullying in the workplace

Recruiting & HR