Workplace bullying is not a profitable management strategy
Rhonda had been with the company for a few weeks when she realized that the workflow could be improved by rearranging the workstations and switching some tasks between the rest of the team. She carefully wrote down her suggestion and sent it to Don, her department manager.
The next morning, Rhonda received a short response via email: Don’t try to be a manager, just do your assigned tasks.
Confused and disappointed, Rhonda spent the rest of the day moping. She completed her tasks grudgingly, but she had lost pride in her work. Her immediate co-workers picked up on her bad mood and unconsciously slowed her down as well.
She didn’t see Don for the rest of the week, and when she finally did show up, he recognized her coworkers but clearly treated her coldly.
Within a few weeks, the department had been reprimanded multiple times for poor performance. When Don showed up, he was there to yell orders and intimidate the employees. Soon, all the workers were whispering about changing departments or looking for a new job. What was once an all-star team dissolved into a bunch of disjointed, frustrated grievances.
Other company managers were aware of the change, and several knew that Don was letting ego and power guide his behavior. Instead of acting as a leader, he hid behind his position demanding that things go his way or else.
Within a company or organization, the harassing manager justifies his actions by thinking that shortening the process and procedure gives a faster boost to the bottom line. However, the leader with this thought often fears confrontation, collaboration, or compromise. Rhonda’s suggestion would mean acknowledging new ideas and inviting other input. However, Don perceived it as an attack on his position and ability.
Great leaders, whether military, business, or community, inspire confidence among their people. They do this by encouraging open communication, demonstrating self-discipline, and…common sense.
In a corporate environment, the abuse of power by leadership is intimidating and infuriating. Workers often feel that the only way to improve their situation is to leave the company. It’s no secret that retaining a skilled employee is much more profitable than continually hiring and training new employees. Ironically, the headstrong manager thwarts his own strategy by scaring away valuable talent.
How can you improve your workplace when everyone feels out of control power hanging over them like a heavy cloud? It must happen from the top down. It is not the worker’s fault, it is the other leaders within the company or organization who are afraid to approach the offending leader. The CEO must lead the way in changing the work culture and environment to one that welcomes creativity, collaboration, and productive conflict.
A renewed commitment to responsibility can impact everything from your personal life to your company’s bottom line. Bullying, bullying and ego is not a profitable management strategy.