Workplace Bullying Survey 2014

New Survey Reveals What Employees Aren’t Telling Their Companies About Workplace Bullying
 
MINNEAPOLIS - Sept. 15, 2014 - PRLog -- Employees struggling under an abrasive manager are frustrated, discouraged, and on the verge of leaving their companies. These are among the troubling findings of a new survey released by consulting firm Executive Confidante. The survey reveals that those experiencing workplace bullying are losing motivation and feeling considerable stress. Few have found the situation to improve by addressing the issue with the difficult manager, a more senior manager, or even going to human resources.

“It is gut-wrenching to hear the stories of people who have experienced workplace bullying,” says author Kalli Matsuhashi, owner of Executive Confidante. “Abrasive managers treat those that work for them with disrespect, intimidation, even coercion, but to their managers higher up they show a different side. And so, most companies are simply unaware of the problem, and the fact that they are facing significant turnover and other related costs should the problem continue.”

With a prevalence rate of roughly 35% in the United States, the problem of workplace bullying is indeed significant. The Executive Confidante survey gathered responses from across industries, company sizes, and management levels. One of the more distressing findings from across these groups is that so many of those who have experienced or witnessed workplace bullying have done so more than once – indicating the widespread nature of the problem.

Key findings of the report:

·  44% of those surveyed left an employer because of workplace bullying.
·  Another 42% considered leaving.
·  75% reported a loss of motivation due to the stress of the abrasive behaviors by their manager.
·  When bringing the matter to the abrasive manager, a more senior manager, or HR, bringing it to the abrasive manager was least effective.

The report discusses the reasons for inaction based on the narrative responses of those surveyed. The most commonly seen response is that companies simply ignore the issue, either because of a lack of process for dealing with the problem or because of conflict avoidance.

“While many companies have a conduct policy in place, which is a great start, our survey indicates that few are actively implementing it,” says Matsuhashi. “Making workplace bullying illegal is one way to manage the issue, an option that many countries around the world have begun to take. Perhaps companies in the United States can take proactive steps now, before a law is in place, to increase awareness and begin to reduce the behaviors that lead to such psychological and physical distress at work.”

The Workplace Bullying Survey 2014 can be downloaded by visiting ExecConf.com. Also available at ExecConf.com is a report on the costs of workplace bullying, Bullying Bosses: A full cost accounting.

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