Workplace Abuse Training

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Workplace abuse can affect any company. This happens most often within the company's top positions, but it can also happen in other roles, such as with coworkers who may use sexual harassment or psychological warfare to make themselves feel superior to the bullied employee. However, workplace abuse can have a devastating effect on employee morale, productivity, and company loyalty. This can lead to high employee turnover and a significant decrease in profits if it is done on a larger scale. Some companies may even lose their reputation. Workplace abuse can sometimes be a broad term, so it is important to distinguish between ethical and unethical methods. This training course is designed to give companies and teams the tools to deal with workplace abuse both to prevent it and deal with it appropriately if it does occur.

Workplace Abuse is a problem that many workplaces face every day. Many of these cases may not be known to the perpetrators. Workplace abuse can manifest not only in terms of rank but also in other ways that can impact the emotional well-being and productivity of entire teams. This course will give participants the tools they need to prevent abuse from occurring , deal effectively with emotional abuse, and maintain just and fair discipline. This training course will help companies and their teams to improve productivity and morale, and create a conducive environment at work. This training course can be customized to meet your specific training needs. Contact us for more information on this training course and the customized training package.

There are many training options in Australia, including Perth, Adelaide and Darwin, Canberra, Geelong.

Workplace Abuse Training Outline

Use tools that help psychologically

There is no doubt that workplace abuse can affect the psychology and emotional state of the one being abused. What is even more frustrating is that sometimes, even their closest teammate might not be able to help them in any way as they become distraught and even incapable of concentrating without feeling angry or sad at being incapable of doing anything. Being the very first symptom of abuse, it is therefore important for teammates and companies to be able to figure out the first sign of abuse and give their colleagues an important emotional strength. Simply knowing this can mean sustained company loyalty and better productivity even under great stress.

Take note of key mechanisms that help deal with abuse

Another way to deal with workplace abuse is to wield the metaphorical shield of knowledge by learning about your fundamental rights as employees both within the company and, if necessary, without. This means having knowledge of all laws relevant to workplace abuse, all your rights as a worker, what preconditions must take place to file them and how to file grievances and/or cases. Here, teams will understand that if they are abused, they will never be alone: mechanisms are always in place to take reduce the power of the abuser.

Distinguish between abuse and disciplinary action

While it is true that abuse tends to happen within key positions of power, not all things pushed upon a subordinate can be considered abuse. For example, if an employee does something absolutely detrimental to the team effort, it is only proper that they be given criticism or punished according to the severity of the damage. After all, it is the responsibility of said employee Indeed, the legislation actually recognizes this by allowing for certain disciplinary actions, whose severity depends on the level of offense, to help employees become better and more productive within their fields and therefore ultimately help the cause of their companies and teams.

Anticipate certain things that might lead to abuse

There is no doubt that a workplace is a place of endless competition. Some employees might absolutely do anything to get power and may project this sense of power in a very harmful way to others. However, companies know that this is not just an issue of pure individual ambition. Do they, for example, incentivise top-performing employees too much to the point of unfairness? Do they allow their direct superiors to possess too much freedom or power? These are just some questions that may arise when workplace abuse actually takes place. Simply put, this is not just a team-wide matter; if any instance of abuse takes place, the company has to step in. This training course will therefore discuss with participants the many scenarios that could potentially lead to abuse and tell them what they might be able to do.

Learn how to cope with stress

A certain precondition of abuse is stress. After all, when stress builds up, so does one’s tendency to become more agitated and therefore difficult to work with. In some instances, when employees become angry, they have the capacity to scare whole teams with a single glare, or even with their actions, to the point where it would be detrimental to their work. The negative vibes might even spread throughout teams, endangering their capacity for progress. Even if an employee is unaware of it, this might actually be considered psychological abuse against teammates and can therefore damage teamwork and company loyalty in the long term. It is therefore imperative for participants to learn how to deal with stress and have full control of their emotions. Simply knowing how to do this will allow your team to radiate the power of teamwork.

Learn how to discipline justly

As noted before, there is a difference between abuse and disciplinary action. However, this difference can seem very thin in some cases, especially within teams where bureaucratic processes are not immediately present and disciplinary actions are more loosely implemented. A superior, for example, might think that they are providing fair and appropriate discipline to their subordinates, but the latter may be harboring feelings of resentment and discontent at being abused. Teams, therefore, must learn how to navigate this extremely thin line by answering an all-important, philosophical question: what is justly-implemented discipline? Knowing this will allow teams to create implement appropriate team-wide discipline while not stepping on anyone’s shoes (both metaphorically and very, very literally).