A new survey, commissioned by Acas, the Advisory, Conciliation and Arbitration Service, and carried out by YouGov, has revealed the most commonly observed behaviours that result in disciplinary action against staff.
According to the survey, which asked British businesses about the worst examples of behaviour that resulted in disciplinary action against a member of their staff, the top five reported were:
- not turning up to work (34%)
- theft or stealing from work (30%)
- bullying at work (30%)
- being rude to colleagues or customers (30%)
- taking sick leave when not genuinely ill (27%).
Acas Chair, Baroness Maggie Jones, said:
Our poll reveals the worst types of behaviours reported by bosses that lead to disciplinary action at work. It's important for these issues to be dealt with as early as possible.
Some other types of behaviours that may lead to disciplinary action may not be as clear cut. Employers and workers have rights and responsibilities at work and handling concerns that come up early can save on costs and stress for everyone concerned.
Preventative measures
Managing bullying and rudeness at work requires a combination of proactive measures, clear policies, and supportive procedures. Preventative measures for employers include:
- Creating a statement that defines acceptable and unacceptable behaviour in the workplace. This statement should be regularly reviewed and communicated to employees through handbooks, notice boards, and induction sessions
- Developing a robust policy that includes definitions, reporting procedures, and consequences of bullying and harassment. Ensure employees sign to confirm they have read and understood the policy
- Providing regular training to all staff to increase awareness of bullying, harassment, and rudeness, including how to report concerns and handle incidents. Managers should receive additional training on how to address complaints and enforce policies
- Fostering an inclusive and supportive environment by encouraging teamwork, showing appreciation, embracing diversity, and communicating positively
- Assigning senior managers to regularly review the effectiveness of policies and procedures. Use complaints as opportunities to address underlying cultural issues.
By addressing bullying and rudeness effectively, organisations can create a healthier work environment, improve morale, and reduce absenteeism and productivity losses.
