How to Handle Verbal Abuse in the Workplace

Workplace verbal abuse has a corrosive impact on your small-business culture. The National Institute for Occupational Safety and Health reports 25 percent of businesses experience workplace bullying, according to the Crisis Prevention Institute. Employees who tease, speak in demeaning ways, intimidate others and express a lack of civility to their colleagues can cause diminished productivity and morale and increased turnover, according to Pamela R. Johnson in “Sticks and Stones: Verbal Abuse in the Workplace.” Your diligent attention and appropriate action can stop verbal abuse in your workplace.

1. 1.

   Look for risk factors that can lead to verbal abuse. Identify determinants such as recent organizational restructuring or widespread IT changes, advises the Washington State Department of Labor & Industries LNI.

2. 2.

   Keep records of instances of verbal abuse or complaints by employees of verbal abuse. Include dates, location and individuals involved.

3. 3.

   Include a workplace bullying section in your employee handbook. Clarify a zero-tolerance approach to all workplace abuse, recommends Washington State LNI.

4. 4.

   Investigate reports of verbal abuse and suspected abuse without delay. Meet privately with all alleged parties. Gather documentation.

5. 5.

   Confront verbal abuse bullies in private. Reiterate company zero-tolerance policy. Inform the employee of documented reports. Tell him the first meeting is a warning. The second meeting will result in his termination.