Exit interviews are very important to both the employee and employer. It’s usually the final opportunity for a departing employee to share their feedback and experiences. Most of these interviews are very honest – after all, the employee is already at the door on their way out and has little or nothing to lose.

Some see an exit interview as an opportunity to share valuable information on how the organisation can improve and become better. For others, it is their time to throw their dreadful team leader or supervisor under the bus.

Picture this…you are holding an exit interview with a former employee. Of course, you are expecting some praises like how the organisation has helped them grow, how your workplace is a well-knit family, how they’ll miss you after shifting jobs, and all kinds of sweet nothings.

In the worst-case scenario, you’re expecting something like…the working conditions require some improvement, some employees are hard to work with, or maybe the tea room requires a better coffee machine. Nothing like harassment or bullying has crossed your mind; then comes the smoking gun. “I am leaving because I was bullied!” Crickets.

What Is Bullying And Harassment?

Were you ever bullied in school or a workplace previously? If you were, then you must have said to yourself, “I’m done with bullies”. Not so fast, though – unfortunately, bullying is still happening in many modern workplaces!

Workplace bullying is defined as repeated, unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety. 

Harassment is unwanted or unwelcome behaviour towards a person that offends, humiliates, or intimidates. 

Workplace bullying and harassment can impact a person’s well-being, health and life outside work.

The following incidents can be bullying or harassment:

  • Insulting someone either verbally or by behaviour
  • Spreading malicious rumours
  • Making intimidating or offensive jokes or comments
  • Impossible or unreasonable deadlines
  • Undermining through constant criticism and overloading
  • Unfair treatment
  • Threats about your job security or deliberately blocking opportunities
  • Sexual harassment, such as displaying or sending pornographic material, sexual jokes, and making sexual advances or intrusive touching

Bullying and harassment, when not addressed can lead to:

  • Poor performance
  • Loss of morale
  • Absenteeism
  • Worker’s compensation claims
  • Reduced productivity
  • Increased employee turnover and resignations
  • Damaged reputation
  • Compliance breaches

Exit Interview Shocker: What To Do When Bullying Emerges

There is nothing more unsettling than an employee alleging bullying or harassment in your organisation. Here is what to do when such claims come out during an exit interview.

1.       Hold the information confidentially (Respect Privacy)

The first thing is to hold the bullying claim with all the confidence it requires. Only release the information on an as-needed basis, and keep the claim well-documented and detailed in case you need investigate further.

2.      Prioritise the safety of those involved

Determine whether it is safe for the alleged bully to stay in the workplace or their department. If not, have them transferred to a department with minimal interaction with the complainant/s or, if warranted, stand them down on full pay as investigation continues. Remember procedural fairness to the alleged bully is a vital consideration from the outset.  

3.     Initiate dialogue

It is prudent to listen to both sides of the story. Listen to what the alleged bully has to say concerning the claims against them. It is possible that they have no idea that they were perceived to have bullied the ex-employee. 

It is also possible the exiting employee was speaking mistruths for another agenda. Don’t assume that the claims are true until these have been examined further. Handle the situation with sensitivity, don’t make any rash decisions, try to get to the bottom of the story.

4.     Investigate

If dialogue fails and you can’t find a solution, it’s time for an investigation. The investigation can be carried out internally through the help of HR, or you can source a third-party investigator. Before the investigation commences, try to have relevant details, including:

  • Time(s)
  • Date(s)
  • Details of what allegedly happened (including what was said and the behaviour)
  • Supporting document(s)
  • Witness(es)

If you choose an internal investigation, ensure that the investigator(s) have no conflict of interest or possible perceived or real bias. 

An external investigator can be ideal when:

  • There’s some perceived or real relationship between the investigator (HR) and the complainant / witnesses / respondent, or conflict of interest exists
  • The claims are complex or have been ongoing over a long period of time
  • You need someone with the right skills and knowledge to handle the investigation thoroughly and expertly 
  • You require someone focused and dedicated to completing the investigation in a timely, just and procedurally fair manner

5.     Take Action

Once the investigation is complete, you will have to make a decision pertaining to the findings and any recommended actions.  These may include:

  • Actions regarding the respondent
  • Informing staff of access to wellbeing support services
  • Ensuring employees are aware of behavioural expectations and requirements 
  • Bring normalcy back into the workplace

If bullying didn’t occur:

  • Clear the name of the respondent
  • Train your employees about bullying and harassment in the workplace, what it is, when and how to report it, and how to address it
  • Mend any relationships potentially strained by the claims and the investigation
  • Bring normalcy back into the workplace

Wrapping It Up

Addressing bullying and harassment claims brought out during an exit interview is a step forward in the right direction. It shows your organisation’s dedication to creating a healthy workplace and culture where all employees feel safe, respected and valued. 

ESN has a team of highly experienced and qualified licensed investigators who can provide advice, guide you through the process and conduct comprehensive investigations.  We are well experienced investigating matters of misconduct, disciplinary issues, psychosocial hazards, bullying and harassment.  Contact ESN today to discuss your concerns.