The miserable topic of workplace bullying – it’s prevalence, how to identify it, how to avoid it, and what to do if it is occurring. See the YouTube video where Ainsley speaks to Angela Bush, director of ECE Learning Unlimited (www.ecelearningunlimited.com). We focus on the role of leaders/directors, and offer some useful tips and tricks to get ahead of the tsunami of accusation and unpleasantness.
What This Video Covers
Ainsley Palairet from FixHR joins Angela Bush from ECE Learning Unlimited to address the growing problem of bullying in Early Childhood Education workplaces: how to spot it, how to handle it, and how to prevent it from taking hold in your centre.
Key Takeaways
- What counts as bullying: Bullying is defined as repeated and unreasonable behaviour, not a one-off incident. It includes undermining staff in front of others, spreading rumours, and deliberate exclusion from the team.
- Get your policies right: Employment agreements and staff handbooks should explicitly define prohibited behaviours. This protects your business and ensures you’re compliant with New Zealand employment law.
- Empower staff to act early: A clear bullying and harassment policy should encourage staff to address concerns at the lowest level first. If informal resolution fails, a formal complaint process must follow.
- Take complaints seriously: Managers must investigate promptly, keep professional records, and handle each case carefully. Ignoring complaints creates legal liability and erodes trust.
- The real cost of bullying: A toxic workplace culture drives high staff turnover, increased stress, and lower morale, directly harming the quality of care in your centre.
Need help creating a bullying and harassment policy or managing a current workplace issue? Contact FixHR for expert HR support.
