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Stevan has been a huge part of the awards in the previous years, contributing immensely to the success of each event. He helped us strengthen the bonds with entrants, judges and sponsors, ensuring their awards journey is smooth and hassle-free. \n\nRead the interview below to learn more about the upcoming programme and the reasons to join us and seek recognition for your EX results. \n\n**UKEXA™ quickly emerged as one of the most prominent awards programmes organised by Awards International. What do you think is the reason behind this success?**\n\nI think it's safe to say that the significance of employee experience has peaked in recent years, and for obvious reasons. I don't think it's the COVID crisis that introduced the now broad concept of employee experience, but it certainly led everyone to shift the focus to many aspects of it which have been neglected. Employee experience teaches us that without a solid foundation - which is the bond between team members - it's practically impossible to build a strong company that can achieve great success. \n\nChoose a topic: customer service, business transformation, health & wellbeing, crisis management, CSR - the list goes on - employees are integral to all of these. Yes, everything's been rapidly digitalised, even some processes which previously could not have been imagined without human interaction. But behind that digitalisation is also a hardworking and dedicated group of people.\n\nBefore a company can strengthen its customer experience or plan further business improvement, it all has to start with their people, the people who are there day in and day out, who carry the load and work hard on achieving company goals. If a company neglects employee experience, it risks a lot. Eventually, it threatens its position in the market.\n\nPeople need internal recognition. 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People are under a lot of stress for various reasons, professional and personal; they feel disconnected and unmotivated, especially remote teams. Some teams handle sensitive tasks and deal with high-stake situations daily. \n\nMany employees are exposed to a fast-paced working environment from day one, often resulting in early years burnouts. So it's essential to help them feel good and maintain and improve their wellbeing - in and outside the workplace, and that is not just physical or mental wellbeing but also financial, especially now with a significant increase in the cost of living.\n\nAlso, talent management and flexible working get a lot more attention, primarily due to the Great Resignation. More and more companies understand how important it is to nurture talents and retain the best talents within the team to achieve top results. \n\nWith the pandemic, flexible working got an entirely new dimension, and more and more businesses adopted flexible options and continue adapting to this new reality, and this doesn't relate just to the opportunity to choose between working from the office or home but also flexible hours, longer breaks, and many other things which affect work-life balance firsthand.\n\nAnother thing that's common now is seeking help externally. There are so many vendors nowadays offering brilliant HR solutions, payroll and internal comms tools, digital wellbeing hubs, gamified incentive schemes, EAP programmes, etc. All these significantly increase the levels of engagement, enhance the connections between teams and prevent burnouts - which in turn increases the eNPS, decreases employee turnover and attracts new talents. \n\nMany of these vendors even provide technical and customer support and analytics; all these time-consuming things can easily be handled externally. So the UKEXA™ is also an excellent platform for vendors to showcase their products and services, as very often, companies that enter the Awards in partnership with their vendors take home the gold.\n\n**What advice do you have for our future entrants? What to focus on before and after submitting the entry, to increase the chance of getting to the finals and winning?**\n\nThey have to practice what they preach. Taking care of your employees is half the win; the other half is how you present it to the judges. And trust me when I tell you: it's easy to spot when a new initiative is put in place just because it's supposed to, even when the results look great. But it's an entirely different story when you work on an initiative because you genuinely believe in it and give it your all so that every single person affected by it is happy.\n\nTo measure how successful an initiative or a project is, obviously, you need some metrics or KPIs in place. This is crucial. It's not enough to say, 'we did a fantastic job' - you need to back it up with some concrete evidence. Team photos of different activities and celebrations are evidence, and testimonials are evidence. Still, if you really want to be at the top, you will present some proper graphs, charts, and survey results, compare the number to previous periods, and condense them so that it's easy to understand.\n\nAn important thing to remember is that not all winning stories are super creative or innovative. Very often, they aren't. Very often, it's something that has been seen already, but perhaps with a twist, more tailored to different teams working in different circumstances or people with different backgrounds, impairments or special requirements. Everyone can be a great contestant as long as they believe in their work and put in the hours to make it a success. \n\nWe at Awards International really pride ourselves in the customer experience we provide to our entrants. We try to provide all the necessary resources for our entrants to be able to put together fantastic submissions. We have webinars on how to write outstanding entries and how to wow the judges with the presentation at the finals, we have amazing consultants to help with any questions and we encourage all participants to take advantage of them. \n\n**What is the top reason you would recommend entering this programme and competing for awards in employee experience?**\n\nIn today's changing market, it's easy to lose good people or give them a reason to think about leaving. This is why it's important to cherish your employees, keep improving, and show others how exactly you approach EX in your organisation to validate your efforts and position better in the market.\n\nThe UK Employee Experience Awards enables you to benchmark, learn and celebrate. It's a competition so, obviously, you should enter it with a winner's mindset, but there is so much more to it. It's an opportunity to strengthen your employer's brand, an opportunity to validate your employees' efforts, an opportunity to set an example. To attract and retain talent. \n\nYou will be exposed to so many inspiring EX initiatives - therefore, a huge learning opportunity, too. By entering UKEXA '23, you will have a chance to watch front-row how companies across the country improve employee experience. This can only make you stronger and more prepared for future challenges. \n\nAnd if you win, it means celebrating the success with your team and getting well-deserved recognition for your efforts. Winning will help reinforce your business, boost team morale, strengthen bonds between teams, and motivate you to achieve future goals. \n\n

\n\n
\n\n*Do you have an EX initiative worthy of reaching the finals - and winning? [Show us your remarkable results and enter UKEXA™ '23](https://e-x-a.co.uk/)!*","Date":"2022-10-20T12:00:00.000Z","Author":null,"createdAt":"2022-10-20T12:47:11.248Z","updatedAt":"2022-10-20T12:49:12.935Z","publishedAt":"2022-10-20T12:47:12.856Z","Images":{"data":[{"id":1435,"attributes":{"name":"exa stevan 1000x329.png","alternativeText":"","caption":"","width":1001,"height":330,"formats":{"large":{"ext":".png","url":"/uploads/large_exa_stevan_1000x329_d3d3c59030.png","hash":"large_exa_stevan_1000x329_d3d3c59030","mime":"image/png","name":"large_exa stevan 1000x329.png","path":null,"size":390.01,"width":1000,"height":330},"small":{"ext":".png","url":"/uploads/small_exa_stevan_1000x329_d3d3c59030.png","hash":"small_exa_stevan_1000x329_d3d3c59030","mime":"image/png","name":"small_exa stevan 1000x329.png","path":null,"size":135.55,"width":500,"height":165},"medium":{"ext":".png","url":"/uploads/medium_exa_stevan_1000x329_d3d3c59030.png","hash":"medium_exa_stevan_1000x329_d3d3c59030","mime":"image/png","name":"medium_exa stevan 1000x329.png","path":null,"size":264.26,"width":750,"height":247},"thumbnail":{"ext":".png","url":"/uploads/thumbnail_exa_stevan_1000x329_d3d3c59030.png","hash":"thumbnail_exa_stevan_1000x329_d3d3c59030","mime":"image/png","name":"thumbnail_exa stevan 1000x329.png","path":null,"size":43.42,"width":245,"height":81}},"hash":"exa_stevan_1000x329_d3d3c59030","ext":".png","mime":"image/png","size":220.03,"url":"/uploads/exa_stevan_1000x329_d3d3c59030.png","previewUrl":null,"provider":"local","provider_metadata":null,"createdAt":"2022-10-20T12:47:03.522Z","updatedAt":"2022-10-20T12:47:03.542Z"}}]}}},{"id":72,"attributes":{"Title":"What Is Workplace Bullying and How to Protect From It?","slug":"what-is-workplace-bullying-and-how-to-protect-from-it","Content":"How can you recognise the signs of bullying? What to do if you find yourself in that horrible situation where you are being bullied, and how can you become an active bystander, which means taking some action to help stamp out bullying? \n\nIn the UK, 29% of people state that they have been bullied at work: 30% have witnessed someone being bullied at work. Approximately 200 people call the anti-bullying helpline in the UK every year. \n\nEven more alarming statistics come from an older poll in 2008: 75% of employees reported being affected as either a target or a witness of bullying. And in 2019, Monster.com, a recruitment platform, surveyed 2000 employees and found that 94% out of those said they had been bullied in the workplace. \n\nThat's a huge, huge number. **Out of that vast number, over 50% said a boss or a manager had bullied them**. So, for someone they reported directly to, they listed things like aggressive email tones, harmful gossip, and someone shouting at them as the main types of bullying.\n\nBullying is widespread in the workplace. But just because bullying is common doesn't mean that it's normal or that it should be accepted. Because of the hugely devastating impact that bullying can have on individuals, their mental and physical wellbeing, and the business they work within, bullying needs to be challenged at every opportunity. \n\nIt's not always easy to spot the signs or recognise when someone is being bullied. Even when you do recognise it, **it's not always easy to know how to challenge that behaviour and how to stop the bullying from happening**. \n\nWell, there is a definition offered by the Anti-Bullying Alliance, which is that bullying *is the repetitive, intentional parting of one personal group by another personal group, where the relationship involves an imbalance of power*. So the essential words that I think you should look at are *repetitive and intentional*. \n\n**For something to be considered bullying, it needs to happen more than once. And it needs to be deliberate.**\n\nThere are often situations where someone could be perceived as bullying when that was never their intention, and let us be mindful of that. But also be aware that it needs to be a deliberate attempt to be bullying. It can happen face-to-face, it can happen online, and it can happen wherever you are. \n\nWhat does that look like in reality? What does it look like when there's bullying in your workplace?\n\nHere are some of the most common and frequently experienced types.\n\n**Constant Criticism**\n\nSaying things like: \"You're not very practical, are you?\" or \"I'm going to let Susan do that because you are not practical enough\"... Things that are just negative with no positive intention behind them, no attempt to help someone get better at their job, just negative criticism. \n\nAlso, removing duties without any good reason; perhaps you suddenly find that your colleague's been asked to write the staff newsletter instead of you, or without any warning or explanation, and you don't know why.\n\n**Overbearing Supervision or Monitoring**\n\nThis isn't a fine line, and it's challenging to get that balance right, to make sure employees feel supported and have someone they can ask questions of but they don't feel like they're being overly supervised. \n\nAn example of this is a shop in the UK, where the owner installed a security camera, but not for the sake of security; instead, the owner wanted to monitor the staff. Eventually, they were taken to court because the staff saw it as being overly supervised. \n\n**Threats, Aggression and Shouting**\n\nThese are more obvious examples of workplace bullying, but they can also be one of the hardest to stand up against. Whether you're observing the bullying or whether you're the target of the bullying, it can be incredibly intimidating if someone's shouting, if they're swearing, being aggressive, etc. \n\n**Having Malicious Rumours Spread**\n\nThis one can get really out of hand and can be incredibly damaging. But the most important thing to recognise about having malicious rumours spread is that it needs more than one person to be involved; you can't spread rumours if no one pushes that rumour on. \n\n**Unwelcomed Sexual Advances**\n\nThis one crosses over with harassment, and a lot of bullying and harassment go hand in hand. But essentially, if you're approaching someone with a compliment intended as harmless, it's worth being aware they could take it the wrong way. So, it's better to avoid making any comment that could be considered inappropriate or unprofessional and avoid it altogether. \n\n**Using a Position of Power to Belittle, Demean or Intimate**\n\nOften, bullies are attracted to positions of power. So, it can often be a manager, a mentor or a senior leader. This falls into two camps:\n\n**1) Intentional victimisation**
\nThis is when the bully knows what they are doing, and they deliberately belittle someone to undermine them and give themselves that sense of power.\n\n**2) Unintentional bullying**
\nSometimes, when someone's in a position of authority, they can also be under intense pressure, deadlines, results and increased responsibility. That stress can manifest itself in snappy behaviour, aggressive responses, etc. If someone hasn't been prepared to go into a management role, they haven't been supported to deal with the pressures; in times of great stress, this is where the stress can start to manifest as aggression and can potentially come across as bullying, but it isn't intentional, and that's the difference. Since it's not intentional, this type of bullying can often be resolved successfully.\n\nIf someone has that type of behaviour brought to their attention, they are often shocked and mortified that someone's felt bullied by them, and they are swift and willing to change their behaviour. \n\n**Refusing Reasonable Requests**\n\nThis is a form of a power play that can quickly go under the radar and be hard to spot. It often takes time to spot this because it takes a few requests to build up before it starts to feel unreasonable. But essentially, this is - for example, denying a holiday request that's been made with plenty of notice, following all the procedures, but denying it for no real reason other than to say no. \n\n**Unfounded Threats and Comments About Job Security**\n\nThis is not the same as taking an employee through a formal disciplinary process, and it's essential to see the distinction. It's about the intention behind it. There is no formal process or reason, just a wish to threaten someone and make them feel uncomfortable. \n\n**Blocking Promotion, Progress or Training Opportunities**\n\nThis is subtle and takes time to notice. If an employee is not allowed to advance and progress, it could be bullying, and it's worth flagging. \n\n**Banter**\n\nOne of the biggest hurdles to overcome when we consider bullying at work, is the fine line between banter and bullying. The definition of office banter is a playful and friendly exchange of teasing remarks. It's often a sign of affection, not meant to harm or hurt anyone's feelings. \n\nIt can have a critical role in any office environment and can help fuel bonding, teamwork and inclusive environments. But recently, banter has been in the news negatively, specifically regarding sports-related chat in workplaces, which can often result in laddish behaviour. \n\nBanter can be positive; it can defuse tension and help support people working together. However, negative banter crosses the line and becomes unacceptable; it's just bullying by another name. So, although it serves a particular function within an organisation, the question remains - how do we tell the difference between banter and bullying? \n\n**And how do we stop it if we identify it's crossed that line?**\n\nIf it's friendly banter, no one will get hurt, and that's acceptable. There is also ignorant banter when no one intended to get hurt - and if they are - an apology is forthcoming. But there is also malicious banter, deliberately designed to humiliate someone. We should also mention acceptable banter, which is okay in some situations but not in others. \n\nIt can be hard to identify which type of banter is taking place in the office, but the first thing to be aware of is: to be mindful about banter. Recognise that there is a risk that banter can be taken incorrectly. If banter can be kept inclusive and lighthearted, that can go a long way in ensuring no one feels bullied. \n\n\n**Exclusion**\n\nExclusion is a common form of bullying and can easily happen accidentally. An example is someone that may be on paternity or maternity leave because they aren't physically in the office, so it's easy to forget to invite them to drinks after work or team meetings. \n\nThe essential thing with exclusion is to avoid assuming you know what someone wants. If in doubt, include them: invite them to the meeting and give them a choice of turning it down if they don't want to come. That's the safest way to avoid ever leaving anybody out.\n\n**How to protect from bullying?**\n\nIf we take a stand against bullying, there are two main lines of defence: protect yourself and your colleagues. \n\nThe first thing to recognise in protecting yourself is that it's not your fault. **It's easy to feel like it's your fault and something you've done, but it's not**. Bullies bully because of something inside them. \n\nWhen you are in a situation where you are being bullied, I would always advocate trying to talk to the person who is bullying you. As long as you feel safe, you can try to resolve the conflict by approaching that perpetrator and letting them know how that behaviour has impacted you.\n\nIf they are an accidental bully, you may have an immediate turnaround when they are mortified that's how they've been behaving. They immediately change their behaviour to try and support you in a better way. But how you approach that situation will also impact how easily it's resolved. \n\nIf you decide to go to your bully and speak to them about how their behaviour affects you, you need to be aware that it won't go the way you planned. **And you may need to take it further; at that point, if it hasn't worked out, then seek help**. \n\nReport the bullying to senior management or HR or whoever else might be available to you to speak to about bullying. It's imperative to protect yourself in as many ways as possible. \n\nWhen you want to ask for help, provide as much detail as possible and be very specific with examples of the behaviour causing you distress. As part of that protection, you should record everything that's going on. \n\nRemember, when protecting yourself from bullying, you're not only protecting your emotional and psychological wellbeing but also your job, keeping your salary, and keeping your income. **It's essential to capture as much evidence as possible to be specific on the date and time something happened**.\n\nIf you can, it will include quotes, and if there were any witnesses, try and talk to them and see if they'd be happy to support you if it went any further. Thus, you will have more chances of reaching a satisfactory outcome. \n\nIn protecting your colleagues, you can look after each other on an ongoing basis to support each other with any fluctuations in the workplace. It's incredible what a difference it can make when you know all your colleagues are with you and they're supporting you. \n\n

\n
\n\n*The UK Employee Experience Awards features several categories dedicated to protecting employees' needs in the workplace, among which are:*\n\n- *Best Flexible Working*\n- *Health and Wellbeing*\n- *Reward and Recognition*\n- *Diversity and Inclusion*\n- *Best Early Careers Programme*\n\n*You can [learn more about all the categories here](https://e-x-a.co.uk/categories) and choose the ones to match your EX initiative.* ","Date":"2022-11-14T12:00:00.000Z","Author":null,"createdAt":"2022-11-14T11:54:52.348Z","updatedAt":"2022-11-14T13:57:38.130Z","publishedAt":"2022-11-14T11:54:54.095Z","Images":{"data":[{"id":1728,"attributes":{"name":"1000x329 anti bullying week.png","alternativeText":"","caption":"","width":1001,"height":330,"formats":{"large":{"ext":".png","url":"/uploads/large_1000x329_anti_bullying_week_ae7ba76208.png","hash":"large_1000x329_anti_bullying_week_ae7ba76208","mime":"image/png","name":"large_1000x329 anti bullying week.png","path":null,"size":101.29,"width":1000,"height":330},"small":{"ext":".png","url":"/uploads/small_1000x329_anti_bullying_week_ae7ba76208.png","hash":"small_1000x329_anti_bullying_week_ae7ba76208","mime":"image/png","name":"small_1000x329 anti bullying week.png","path":null,"size":45.02,"width":500,"height":165},"medium":{"ext":".png","url":"/uploads/medium_1000x329_anti_bullying_week_ae7ba76208.png","hash":"medium_1000x329_anti_bullying_week_ae7ba76208","mime":"image/png","name":"medium_1000x329 anti bullying week.png","path":null,"size":75.88,"width":750,"height":247},"thumbnail":{"ext":".png","url":"/uploads/thumbnail_1000x329_anti_bullying_week_ae7ba76208.png","hash":"thumbnail_1000x329_anti_bullying_week_ae7ba76208","mime":"image/png","name":"thumbnail_1000x329 anti bullying week.png","path":null,"size":18.24,"width":245,"height":81}},"hash":"1000x329_anti_bullying_week_ae7ba76208","ext":".png","mime":"image/png","size":40.53,"url":"/uploads/1000x329_anti_bullying_week_ae7ba76208.png","previewUrl":null,"provider":"local","provider_metadata":null,"createdAt":"2022-11-14T13:52:43.005Z","updatedAt":"2022-11-14T13:52:43.148Z"}}]}}}]}}],"seo":{"id":646,"metaTitle":"Blog | UK Employee Experience Awards 2025","metaDescription":"Read all about success stories and thought leadership from UKEXA™ and its partners. Find interviews with previous UK Employee Experience Awards™ winners, case studies and top business trends.","preventIndexing":null,"structuredData":null,"meta":[],"metaImage":{"data":null}},"Submenu":null,"localizations":{"data":[]}}}],"meta":{"pagination":{"page":1,"pageSize":25,"pageCount":1,"total":1}}}