Promoting a positive culture to tackling bullying

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Line managers are one of the best tools to support employees' health and wellbeing, especially when dealing with any sensitive issues. The greatest way to foster a supportive environment and have a positive impact is to ensure that line managers lead and provide the appropriate support to staff.  In the workplace it is imperative to ensure that people’s mental and emotional welfare is being taken care by encouraging discussions about health and wellbeing.  Our line manager training and emotional wellbeing toolkit help managers and staff to be able to have these honest and open discussions.

In 2013, Lord Carter’s review of NHS Productivity and Efficiency Performance recommended that organisations have a plan in place to tackle bullying and harassment which is led by chief executives. 

Get the latest information about Freedom to Speak Up, policy, tools, resources and guidance, and where to go if you are a member of staff and considering raising a concern.


Top tips for NHS organisations:

  • Engage with staff

What does your staff survey and any local metrics tell you about whether your organisations cultures and behaviours are good?  Whether there is a problem with bullying and harassment and where?  Engaging with staff will help you to set your organisation's ambition.

  • Take action

Board and senior leaders can set the tone for the organisation.  Help managers lead and manage well engaged staff on what is and isn’t bullying, and how to challenge problem behaviours respectfully with line manager training.  Know who your bullying and harassment officer is within your organisation. Working with your Freedom to Speak Up guardian will also be helpful to ensure staff are assured and confident should they suffer any form of bullying as a direct result of them raising a whistleblowing concern.

  • Robust policies

Create robust policies in partnership with staff side colleagues that are easy, accessible and well publicised.  Make sure your line managers know these policies and your organisational values.

  • Monitor, evaluate and be held to account

Declare your organisation's ambition and when you’ll review progress so patients, public and staff can hold your organisation to account. 

Our Organisational Development webpages and resources can help you to create your organisations' positive culture. 

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