Workplace bullying training: avoid these behaviors and protect victims
Why train your managers and employees in prevention of psychological harassment in business?
Mobbing at work is an increasingly mediatized scourge that has a real impact on the health of victims but also on the work collective.
Article L. 1152-1 of the Labor Code defines mobbing as “repeated acts whose object or effect is a deterioration of working conditions likely to affect their rights and dignity, to alter their physical or mental health or to compromise their professional future.”
For the situation to fall under psychological harassment, three conditions must be met:
- Actions need to be repeated
- The victim's working conditions are objectively degraded (whether intentional or not)
- Harm is likely to be caused to the victim (compromised career, impairment of physical or mental health)
The employer has an obligation to protection of its employees and in particular an obligation to prevent psychological harassment. In other words, the company is required to implement all appropriate means to prevent physical and psychosocial risks.
As a result, bullying training makes it possible to prevent, detect and alert such actions whether you are a witness or a victim, managers, managers or employees.
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The establishment of training on the prevention of Mobbing is done in partnership with you
all of your employees and managers are aware of the subject of psychological harassment
your directors, managers and employees integrate the key concepts and have a common language base on bullying
debates, practice analyses, videos, serious games, etc.
an essential place given to the exchange of professional experiences allowing participants to share their experiences and practices, in order to alternate with theoretical contributions
The training program Mobbing
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Morning
Objectives
Know how to identify a Situation of psychological harassment, its consequences on individuals and the organization.
Contents
- Presentation of the objectives and the course of the day
- Mobbing: what are we talking about?
- Definition
- Impact on the health of employees: the psychosomatic consequences of workplace bullying (physical; psychological; behavioral disorders)
- Analysis of a potentially risky situation using a common framework
- Legal framework: focus on the main lines of the jurisdiction of harassment
- Laws, case law, sanctions, employer obligations
- Communication tools (behavior charter, code of good conduct, definition of the role of management, etc.)
Afternoon
Objectives
Act beforehand and in response to a situation of harassment, within your company.
Contents
Analysis of practices:
- Identify and detect a harassment situation (identify warning signs, recognize the components of a harassment situation)
- Reacting to a harassment situation
- What procedure should I follow? Whom to alert?
- Focus on the postures to adopt (benevolent and neutral listening techniques, questioning, collecting the facts through writing, etc.)
- Take disciplinary action
- Know the possible remedies: notify the appropriate actors (occupational doctors, IRP, etc.), implement disciplinary actions (dismissals, temporary suspension, etc.), penalties, etc.
Why use QualiSocial to take a course in the prevention of Workplace bullying
✅ Our trainers, occupational psychologists specializing in the subject of mobbing, have at least 5 years of experience, with solid references that guarantee the success of each of the sessions
✅ Our agility allows us to adapt our educational engineering according to the specific needs of your organization
✅ A satisfaction rate of over 90% from interns and sponsors
✅ Discover the White paper on psychological harassment in the workplace.
The opinion of The expert
“Unfortunately, we can all encounter a case of psychological harassment at work. Training on this subject seems essential to me.”
Coralie
HR manager
More than 1100 organizations trust us, why not you?
Contact us
Our team supports you with tailor-made interventions, adapted to your challenges and your context. Whether it is an audit, a diagnosis, training or targeted support on psychosocial risks, we build a pragmatic, concrete and mobilizing approach alongside you.
👉 Fill out the form to be contacted again or contact us now on 01 73 11 28 27.
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The advantages of a Mobbing training for your teams.
One Mobbing training brings numerous benefits to teams and to the company. First of all, it makes it possible to effectively prevent inappropriate behavior by making employees aware of warning signs and by encouraging them to adopt respectful attitudes. This helps to detect problem situations before they escalate, while promoting a healthy and caring work environment.
In terms of occupational health, this approach reduces psychosocial risks and improves the quality of life of employees. By understanding the impacts of bullying on physical and mental health, teams can take action to maintain a serene climate that is conducive to collaboration and well-being.
For managers, training is a valuable tool. It allows them to strengthen their skills in managing sensitive situations, to master appropriate communication techniques and to play a leading role in promoting a corporate culture based on respect.
In addition, this approach meets the company's legal obligations, limiting the risks of sanctions or disputes related to breaches of prevention. Trained employees are also in a position to react quickly and follow the right procedures in the event of an alert.
Finally, training promotes team cohesion and establishes a climate of trust. It strengthens solidarity between colleagues and contributes to the creation of an organizational culture that values mutual respect. By doing so, the company simultaneously improves employee engagement, reduces absenteeism and increases overall performance. These benefits make training an essential tool for building a harmonious and efficient work environment.
Who should take psychological harassment training?
Training on mobbing is aimed at several categories of people within a company, as everyone plays a key role in the prevention and management of these situations.
First of all, the directors and members of management must be trained to understand their legal and moral responsibilities. As decision-makers, they are in charge of establishing effective prevention policies and ensuring a healthy working environment. Their involvement also sends a strong signal about the importance given to these issues.
Les managers and team leaders are also priority actors. On the front line in the face of daily problems, they must be able to identify suspicious behavior, intervene quickly and support their teams with kindness. Training provides them with the tools they need to manage sensitive situations and avoid costly mistakes or misunderstandings.
Les coworkers also benefit from these trainings, because they can be witnesses, victims or, in some cases, perpetrators of inappropriate behavior. Raising awareness among all employees about the risks associated with mobbing promotes collective awareness, strengthens solidarity within teams and contributes to the prevention of problem behaviors.
Finally, some specialized teams, such as human resources, staff representatives or members of the Social and Economic Committee (CSE), must follow these training courses to master legal procedures and effectively support employees facing harassment situations.
Mobbing training should ideally concern all levels of the company in order to build an organizational culture based on respect and prevention.
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