Setting unattainable targets: a form of bullying and harassment

Traditionally bullying and harassment have been associated with disability, race and gender, among others. However the setting of unreasonable and unrealistic targets can also be construed as bullying or harassment; the abuse of power at the expense of an individual. It can take many forms some of which are more subtle than others. It is not the intention of the perpetrator but the deed itself and the impact this behaviour has on the recipient is what constitutes bullying or harassment. The deliberate setting of unattainable targets would definitely constitute bullying and could result in the employee raising a formal grievance, reports the magazine Personneltoday. Even if the setting of unattainable targets does not result in a harassment claim it is still likely to have a cost for the business. In the UK, bullying costs employers more than £2bn per year in sick pay, staff turnover and loss of production, according to the Chartered Institute of Personnel and Development.
“In order to avoid allocating targets for employees which might result in such claims, employers should ensure that such targets are reasonable and achievable. These targets should help employees to develop their own skills while achieving the business’ aims and are, therefore, likely to be a challenge. Objectives should be specific, measurable, achievable, realistic and time-bound” explains Louise Mackie an employment law adviser.