by Justin Standfield
I recently designed and implemented an anti-bullying and harassment training programme for one of Incendo’s clients. I consulted with the client organisation during the design phase and researched real examples of bullying that had taken place there in the past; from what I learned, it became clear that a key focus of the training had to be what to do when witnessing incidents directed at others. I heard about situations where onlookers hadn’t spoken up about someone close to them being bullied or harassed at work.
Given that one of the organisation’s values was “taking ownership”, it was a natural progression for me to explore compassion and accountability as topics for the course. This led me to discover more about the phenomenon known as the Bystander Effect, which I believe is crucial in understanding the dynamics of workplace bullying.
This phrase refers to the fact that individuals are less likely to intervene when they witness an emergency situation if other people are present, in contrast to the same scenario if they’re the only person around. The Bystander Effect can be applied to the unfortunate reality of workplace bullying as it sheds light on the reasons behind individuals’ reluctance to intervene when witnessing incidents at work. There is a great explainer video made by Soul Pancake that you can watch here.
Research into the Bystander Effect has shown time and again that we are much more likely to passively observe and avoid taking action when others are present during an emergency. This often occurs because people assume that someone else will step in and help or report it, leading to what’s called a “diffusion of responsibility”, implying a decreased sense of personal responsibility when others are present. In the context of workplace bullying, this phenomenon manifests as a colleague choosing not to intervene or speak up when they witness abusive behaviour towards another colleague. The Bystander Effect can be influenced by several factors, including the number of bystanders that are present at the time, the level of ambiguity in the situation and social norms that might discourage intervention (typically linked to the workplace culture).
This common human behaviour results in a lack of intervention during workplace bullying incidents and hinders the creation of a supportive working environment. As well as covering a range of tactics and skills for handling bullying directed at them individually, I included a session on the Bystander Effect within the training. When addressed appropriately, bystander behaviour can be changed and one of the course’s aims was to promote a conscious intervention strategy for witnesses of bullying and harassment situations.
Without training like this, the uncurbed Bystander Effect can intensify bullying in the workplace, creating an unhealthy work environment with increased stress, lower productivity, decreased wellbeing and higher employee turnover. From my own experiences spanning 30 years of working in various sectors, I’ve seen firsthand that low morale is rife in organisations where bystanders passively witness bullying incidents. This is frequently passed on to customers via sub-standard or rude service.
Working in partnership with our client, we agreed early on that transforming bystander behaviour from ‘passivity and withdrawal’ to ‘concrete intervention’ would be pivotal to counter workplace bullying. Incendo’s training programme focuses on empathy, clear communication, psychological safety and assertiveness. To encourage individuals to step up when they witness bullying, we explicitly address and normalise the emotional challenges associated with intervening or speaking up.
I’m also working separately with leaders there to ensure that they foster a safe reporting ecosystem that will help to drive the change. Although the responsibility for building a culture of respectful confrontation rests on everyone in the organisation, this is particularly true for those in leadership roles. This involves fostering open dialogue about the issue, acknowledging its negative impact and ensuring that assistance is readily available for employees affected by bullying.
Overcoming the Bystander Effect in the context of workplace bullying necessitates a multi-faceted, shared approach on the part of individuals, leaders and the organisation at large. I believe that our comprehensive training, some follow-up workshops and ongoing open conversations will help understand and break down the chains of passivity in the face of bullying. Our client’s existing policies regarding mutual respect combined with clear lines of reporting will also help to reduce this issue; stemming heartily from that organisation’s ethical values, I’m hopeful that combatting the Bystander Effect is definitely attainable.
If your organisation could benefit from some training in how to overcome bullying and harassment, please contact me and we can have a chat about what you’re looking for.
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