The first strategy for organizations is to take claims about persistent workplace aggression seriously. Taking the issue seriously 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 workplace aggression and only address the peripheral behaviors. These, unfortunately, are repeatedly aimed at the target rather than the aggressor(s).
Organizations have a responsibility to examine assertions about persistent workplace aggression and should not brush allegations under the carpet. This tends to be a victim blaming approach which exacerbates the issue. Organizations need to review documentation that is provided from an objective lens, leaving their likes and dislikes about their employees aside. Organizations should identify patterns and themes that documentation provides. 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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