Workplace bullying can make the atmosphere at your medical practice intolerable. And because losing staff and having to hire new employees can be stressful, time-consuming, and emotionally taxing — in addition to expensive — fixing these issues as soon as possible can lead to a more harmonious place of employment for everyone.
Consider employing the following three strategies to make sure workplace bullying is addressed swiftly and appropriately every time.
1. Develop Clear, Concise Policies
Every medical practice should have a clear workplace bullying policy that outlines exactly what you consider bullying, why it’s a problem, and consequences for those who violate the policy. As you’re creating it, seek feedback from end-users, including front office and back office staff, providers and legal representatives.
At the beginning of your policy, introduce the problem. For instance, “This organization is committed to providing a healthy workplace for all employees. Behaviors such as workplace bullying are unacceptable and will not be tolerated in our organization. Workplace bullying is harmful to employees and negatively impacts patient care.”
Make clear what bullying means to your practice so employees know how you define it. For example, “Workplace bullying is persistent, malicious mistreatment that intimidates, offends, degrades, humiliates and harms an employee. Examples of bullying behaviors include, but are not limited to…” and list the examples.
Explain exactly what the sanctions will be for people who violate the policy, such as “The first warning will result in a week of unpaid leave. The second warning will result in termination…”
2. Provide Ongoing Education
Training employees about your workplace bullying policy shouldn’t be a one-and-done type of situation. In reality, ongoing education is necessary to ensure that your staff stays updated throughout the year on the policy. It also allows you to share any new examples or sanctions you’ve developed, and any new legal nuances your attorneys have provided to you.
Make the trainings mandatory so all staff members are up to date, and have them sign and date the policy every time they participate in trainings.
3. Perform Periodic Surveys on Workplace Bullying
Some practices shy away from performing surveys because they don’t want to give staffers an opportunity to complain, but it’s important to hear their feedback, whether it’s fun to hear or not.
Surveys allow your staff members to share whether your policies are working. If not, it’s better for you to know that you need to adjust them before something terrible happens.
You could face steep financial and legal consequences if workplace bullying takes place at your practice. Find out how to avoid these issues with tips from attorney Janette Levy, Esq., during her online training, Protect Against Legal/Financial Consequences of Workplace Bullying. Register today!
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