Witnessed inappropriate behaviour: your options
We have a series of guides to help you which you can find on the intranet. Start with the ‘Our approach, your options’ guide then work through the steps in our approach to help you resolve things.
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Creating a positive culture
Your team should have had a discussion about your team culture and what our values and behaviours mean to you. Talk to your manager about this.
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Reflect
In the moment stay calm, try not to react or take sides. Let people know that you witnessed the behaviour. Check people are OK, and if they would like to talk.
Identify the issue. Focus on the specific behaviour not the person. Then use the flowchart to work out what is going on and think through your options.
Occasionally things happen at work people don’t like but if they are done with respect and to help them meet work goals, it may be it is acceptable behaviour.
Talking to someone you trust may help, your manager, HR, a senior person, your union representative or Occupational Health.
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Direct feedback
Speak up there and then if you feel comfortable. Use BUILD to feedback about that specific behaviour only. Do not use inflammatory language. Describe the behaviour and its impact – then listen, hear and talk about what could be different. Learn more about this or practice with our e-learning.
Be kind. Stepping into their shoes helps build empathy. They may not have done it intentionally. Afterwards write down what you saw and heard. Use a behaviour diary so you can accurately remember the specifics. If they change, let them know you noticed, and thank them. Or ask someone else to speak up: your manager a leader or someone else you trust.
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Informal resolution or 5. Formal process
If the behaviour is repeated despite giving feedback, either you or the person experiencing it could ask your manager to lead an informal resolution or register a formal complaint. Use the ‘Inappropriate Behaviour’ form.
Download the Quick Start guide which includes a space for you to record your notes and thoughts.
