Differences between effective management and bullying
Graphic Alternative Text
Differences between effective management and bullying
Management
- Insisting on high standards in a consistent and fair manner
- Setting realistic deadlines
- Monitoring progress and achievement
- Giving and receiving constructive feedback
- Being clear on their perspective but not assuming they're always correct
- Working to address issues or poor performance
Bullying
- Setting unrealistic deadlines or constantly moving the goal posts
- Refusing to listen to a point of view
- Threatening disciplinary action
- Constantly being negative and critical, especially in front of colleagues
- Deliberately ignoring an individual's contribution
- Failing to support a development plan
- Fostering a blame culture
- Acting aggressively
These are not exhaustive lists, but provide examples of the differences between appropriate management and bullying behaviours. The University encourages colleagues to solve issues informally as this is often the quickest and most effective method. If a colleague thinks they are being subjected to harassment or bullying in any form, they should consider asking for support to address the alleged harasser. This support may be provided by their line manager/supervisor, a colleague or a trade union representative. Colleagues can also contact the University's free, confidential and independent Employee Assistance Programme (link requires UofG login).