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Over the last eight months we, as a community, haveÌýtransitionedÌýto working largely remotely and relying on email, TEAMSÌýand calls to communicate.ÌýÌý

Whilst we have made thisÌýtransitionÌýsuccessfully it is also important to remember that many of our soft communications techniques have been lost. Chats in the kitchen, overhearing office chatter that informs you of another team’s workload, or even the simple office banter to relieve stress are all much harder to achieve now,Ìýand so it is more important than ever to understand onlineÌýcommunicationÌýand how this can impact an individual’s wellbeing, as well as what behaviour isÌýunacceptable.Ìý

Communicating via email or instant messaging means that we lack the visual cues from body language, and we cannot use tone of voice to help us get our message across in the intended way. This may mean that we experience miscommunications which could be perceived as bullying. It can be helpful for us to review our own behaviours –Ìý.ÌýMiscommunication can escalate quickly andÌýcause partiesÌýtoÌýbecoming increasingly frustrated and upset, fracturingÌýworking relationships.ÌýÌý

You can step outside of this loop by considering some of the below pointsÌýwhen contactingÌýsomeone.Ìý

• Different individuals may find the situation more difficult than others: they may have increased caring responsibilities; financial, health or other concerns; or are isolated without family and friends nearby.Ìý
• Different learning styles may mean it is more difficult for some to glean information from emails, and they may prefer calls or video calls.Ìý
• Be aware some teams and individuals may feel overloaded and increased stress isÌýcounter-productive.Ìý
• Be understanding of conflicting deadlines and priorities – it is more effective to understand one another’s project timelines and plan accordingly.Ìý
• Take an extra moment to ensure what you are sending is collegial and useful – you may be feeling frustrated, but consider if your tone will encourage or discourage your colleaguesÌý
• Many people are sharing their space with others trying to work or study fromÌýhome, andÌýmay not have much personal space – asking people how they are managing and how you can schedule meetings to fit their circumstance will reduce stress and interruptions.

It is also important to remember that online bullying can be harder to identify,Ìýjust as we hear less office chatter, we mayÌýtoÌýsee less of the behavioursÌýpeople are displaying, or how this affect colleagues.ÌýSome examples of online bullying might be:Ìý

• Verbal harassment such as insulting or offensive language, shouting, or demeaning remarks.Ìý
• Harassment via email or messages – sending more emails thanÌýthe employee can handle, and not treating other colleagues in the same way.ÌýÌý
• UnreasonableÌýcriticism, orÌýsetting unreasonable deadlines.Ìý
• Excluding someone from activities that relate to their work, for example excluding someone from team meetings or training, or regularly scheduling meetings outside of someone’s working hours.ÌýÌý
• Repeatedly speaking over someone in a video call or ignoring their input.

If you are concerned for yourself or a colleague, there isÌýinformation and support availableÌýto help you andÌýconfidentialÌýadvice on what to do nextÌýthroughÌýourÌýHarassment ContactsÌýand yourÌýTrade Unions.Ìý

As a University, we adhere to a set of values and behaviours thatÌýemphasises collegiality and personal leadership,Ìýand we expectÌýall ofÌýour colleagues to uphold this level of respect for one another.Ìý

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