Why Bullying and Harassment Hits Small Organisations Harder

Workplace problems in small organisations don't stay small for long as problems can hit harder and spread faster than in larger companies.

The relaxed atmosphere that makes it a great place to work can also be the downfall as often everyone knows each other's business, banter flows freely and boundaries get blurry.

What starts as harmless jokes can quickly become something more troublesome:

• Someone gets excluded from conversations
• Comments about appearance, personal life or protected characteristics become the norm
• Criticism gets personal instead of professional
• Unwanted touching, inappropriate jokes or persistent requests for dates

Most people don't even realise they've crossed a line so it is up to you to manage this.

Why it gets out of hand quickly

It can be easy to ignore the early signs because that it easier than making waves - 'it's just the way they are', 'they don't mean any harm'.

But here's what actually happens in small organisations when issues develop:

• Productivity drops across the whole team 
• Good people start looking elsewhere 
• Customer service suffers because staff are distracted or unhappy
• The person causing the issue often has no idea there's even a problem

By the time you're dealing with a formal complaint or someone hands in their notice, it's too late.

Getting clear on what's acceptable

Write down 5-10 specific examples of how you want people to treat each other. Not vague statements about 'being nice', but specific behaviours.

Think about the behaviours you see in your best employees. What do they do that makes everyone else feel comfortable and valued?

• Speaking respectfully to everyone, whether they're colleagues, customers or suppliers
• No gossip about other staff members
• No inappropriate comments about appearance, relationships or personal characteristics
• Raising concerns with you when direct conversation isn't appropriate
• Including everyone in conversations and social activities
• Keeping feedback professional and constructive
• Supporting each other during busy periods

Actually following through

Once you've got your list, you need to actually use it. Talk about these when someone new starts. Bring them up in one-to-ones. 

When you see the behaviour you want, acknowledge it. When something feels off, address it quickly and privately. But most importantly don't let things fester.

You need to show what you want to see. If you want respectful communication, make sure you're communicating respectfully.

Where to start

This week, spend 10 minutes jotting down the behaviours that make your workplace function well. What do you want new starters to experience when they join?

Then bring it up next time you get a chance to speak with your staff. Make it a conversation, not a lecture.

Ask for their input. Frame it as protecting something valuable you've all built together.

Sometimes it helps to have someone from outside look at your workplace dynamics and help you to see the blind spots, so if you want help with creating behaviour guidelines that actually work for your specific organisation, get in touch.

This is exactly what our pay as you go support is for; occasional support when you need it to act as a sounding board and help with specific issues as they arise. You pay in 15-minute increments so you only pay for what you need. Purchase 1 hour of time here to get started!