Original Post Published on July 2, 2017; Edited and Republished on May 16, 2022
Workplace bullying causes a great deal of destruction in an organization and to those involved. Adding to this trauma is the lack of intervention and the absence of effective strategies by organizations to help workers cope and rebuild from bully culture. Due to the intense devastation caused by workplace bullying, organizations can heal and get past workplace bullying if they use a restorative healing approach to help mend the past and mover forward.
Restorative healing focuses on restoration, transformation, and prevention. It is a guided and intentional process that brings stakeholders (workers, leadership, and others) together to work cooperatively to transform relationships and the culture with a focus on prevention. It helps organizations acknowledge that bullying exists in the work environment and understands the harm it caused. Restorative healing incorporates strategies for maintaining safety for all workers as well as utilizing approaches to transform the culture into one where bullying no longer exists.
Making amends is not a concept that is usually considered in working with organizations. However, it is an important piece of restorative healing because of the amount of harm associated with workplace bullying. Making amends requires a cooperative effort among those involved in the bully culture including but not limited to bullies, targets, and bystanders. It provides opportunities for workers, including leadership, to express their feelings, take responsibility for their actions, let go of the past, and make a commitment to moving forward to a healthier and resilient work environment.
Organizational must start to intervene in workplace bullying environments. They must also remember that there is no easy fix, but organizations can heal from workplace bullying with commitment, time, and a restorative healing approach.