In my last blog, I talked about the dilemma many businesses face when confronted will bullies or mobs from within their workplace. It really comes down recognizing that bullying and mobbing do exist, and setting standards and practices that do not allow them to become entrenched.

Gary and Ruth Namie, are consultants and managing co-partners of The Work Doctor. They recommend the following steps to prevent and eliminate bullying and mobbing in the workplace:

• Launch an anti-harassment policy. Such a policy will encourage witnesses to step forward to substantiate or repudiate the target's claim;
• Offer employees a dispute resolution process. The presence of such a program will encourage targets to step forward sooner;
• Monitor turnover rates and stress-related workers compensation claims per department and manager. This helps HR locate problem areas and abusive managers, even if the abuse goes unreported;
• Offer training to supervisors. Teach managers to criticize employees in inoffensive ways;
• Take claims of bullying seriously. Failing to treat such claims seriously further isolates the affronted employee and breeds mistrust;
• Confront the bully and, where possible, separate the alleged bully and target in the workplace; and
• Prevent and monitor attempts to retaliate against the target.

It must be constantly stressed that bullying and mobbing cause talent flight, loss of productivity, increased sickdays, poor morale, all of which cost the company money and are grounds for immediate termination. Period.

Like your health, prevention of the bully or mob is crucial, for much like a severe illness, their presence will be felt long after they have been removed.