How to Prevent Abusive Supervision
Given the significant costs that abusive supervisioncan have for organizations and their members, organizations would be well-advised to take it seriously.
This involves a two-pronged effort focusing on both
(a) prevention and
(b) management of abuse when it does occur.
Organizations can prevent the occurrence of abusive supervision by fostering a culture of civility that is incompatible with abusive behavior. This can be accomplished by implementing 360-degree feedback programs and training employees and managers to develop the skills needed to provide and to openly receive constructive feedback. Where abuse occurs, organizations can manage its effects by developing disciplinary procedures for those who violate the norms for acceptable interpersonal behavior, encouraging victims and witnesses to come forward, and sending the message that those claims will be taken seriously.
The evidence suggesting that direct coping produces more favorable outcomes than
avoidant coping means that it may be fruitful to encourage rank-and-file employees to bring abusive behavior to the attention of higher authorities. In addition, managers should be trained to spot some of the markers for abusive behavior, such as withdrawal behaviors, low morale, and distrust.
—Bennett J. Tepper
(Rogelberg, 2007)
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