The Bully-Free Workplace: Stop Jerks, Weasels, and Snakes From Killing Your Organization

Manager Step 2: Intervene Whenever Possible

Courage is fire, and bullying is smoke.

—Benjamin Disraeli

Most people think intervention requires you to jump between the two parties just before the bully is about to take a swing. Not necessarily true. To do that you would have to be a witness to the bullying incident right there on the spot. What are the chances? Rather than taking immediate action, it is more likely that you will hear about the incident after it happened. Then, there is time to plan your delayed, post hoc intervention.

After the antibullying Blueprint program has been fully engaged, interventions by managers may be mandated or, at least, strongly suggested. It may become a new managerial responsibility. But prior to the formalization, it makes sense to attempt to intervene on behalf of the targeted employee.

Delayed interventions can be very effective because so few people have the courage to do them. Bullies are shocked that someone dare confront them, and they really admire and respect those aggressive enough to do so.

If the target works in your unit, intervention is part of your job right now. Don't try to dodge the problem with the excuse to employees to “work it out between yourselves.” Get to work and make the bullying stop.

Suggestions for Interventions

• Get the target to safety and give extra paid time off (while not depleting the employee's paid time off banked days).
• Require the target to provide a timeline of details of all incidents to help determine ...