The first strategy for organizations is to take claims about persistent workplace aggression seriously. Genuinely viewing this issue with concern seems like it should be a logical and rational approach that an organization takes. However, this is regularly not the case. Organizations, more often than not, tend to dismiss assertions about persistent workplace aggression and only address the peripheral behaviors. These, unfortunately, are repeatedly aimed at the target rather than the aggressor(s). As such, they only reinforce the aggressor’s bad behavior and actually encourage continued workplace aggression.
Organizations have a responsibility to examine assertions about persistent workplace aggression with sincerity and should not brush allegations under the carpet. This tends to be a victim blaming approach which only exacerbates the issue and costs the organization more.
Organizations need to review documentation that is provided from an objective lens, leaving their likes and dislikes about their employees aside. Organizations should see how the documentation identifies patterns and themes about the persistent workplace aggression. This will help get a better understanding of what is happening and will offer organizations a starting point so they can eliminate persistent workplace aggression. Acknowledgement that the organization may be experiencing persistent workplace aggression is the first step in stopping it from happening.
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