Building confidence
Intervention strategies only work if employees have the confidence to use them.
Recommendations for intervention strategies.
Here are four recommendations on how your organisation can ensure everyone is confident to deploy intervention strategies when needed:
Provide practical sessions
Involve role play using real-life scenarios. Providing example interventions is only one mode of learning, but people benefit from having the ability to learn practically (i.e. learning through doing).
Create a safe space
If someone has previously intervened and received a negative response, they may be less likely to intervene again. Encourage a workplace culture where intervening is received well. This can often be achieved by modelling certain behaviours throughout all levels of the organisation.
Acknowledge anxiety
When we talk about accountability and how addressing inappropriate behaviour is everyone’s responsibility, we often don’t account for how anxiety-inducing it can be. It’s common for people to be nervous about intervening and we’ve all been in a situation where we have regretted not intervening. By acknowledging that intervening can be difficult, you will create a culture of trust amongst your employees so everyone feels empowered to act.
Open communication is vital
Ask your employees what would make them feel confident to intervene when necessary. This could be done with a survey or providing a comment box.
Provide practical sessions
Involve role play using real-life scenarios. Providing example interventions is only one mode of learning, but people benefit from having the ability to learn practically (i.e. learning through doing).
Acknowledge anxiety
When we talk about accountability and how addressing inappropriate behaviour is everyone’s responsibility, we often don’t account for how anxiety-inducing it can be. It’s common for people to be nervous about intervening and we’ve all been in a situation where we have regretted not intervening. By acknowledging that intervening can be difficult, you will create a culture of trust amongst your employees so everyone feels empowered to act.
Create a safe space
If someone has previously intervened and received a negative response, they may be less likely to intervene again. Encourage a workplace culture where intervening is received well. This can often be achieved by modelling certain behaviours throughout all levels of the organisation.
Open communication is vital
Ask your employees what would make them feel confident to intervene when necessary. This could be done with a survey or providing a comment box.
Provide practical sessions
Involve role play using real-life scenarios. Providing example interventions is only one mode of learning, but people benefit from having the ability to learn practically (i.e. learning through doing).
Create a safe space
If someone has previously intervened and received a negative response, they may be less likely to intervene again. Encourage a workplace culture where intervening is received well. This can often be achieved by modelling certain behaviours throughout all levels of the organisation.
Acknowledge anxiety
When we talk about accountability and how addressing inappropriate behaviour is everyone’s responsibility, we often don’t account for how anxiety-inducing it can be. It’s common for people to be nervous about intervening and we’ve all been in a situation where we have regretted not intervening. By acknowledging that intervening can be difficult, you will create a culture of trust amongst your employees so everyone feels empowered to act.
Open communication is vital
Ask your employees what would make them feel confident to intervene when necessary. This could be done with a survey or providing a comment box.
The toolkit:
Identifying bullying and harassment
Our toolkit will help you start your journey towards identifying and addressing bullying and harassment in the workplace.
The toolkit:
Identifying bullying and harassment
Our toolkit will help you start your journey towards developing an active bystander culture.
The toolkit:
Identifying bullying and harassment
Our toolkit will help you start your journey towards developing an active bystander culture.
Explore our toolkits
Explore our toolkits
Explore our toolkits
Building cultures
of trust and respect
Services
© 2026 Halsden Centre Limited. A company registered in England & Wales No 15730726. VAT No 494887122
Building cultures
of trust and respect
Services
© 2026 Halsden Centre Limited. A company registered in England & Wales No 15730726. VAT No 494887122
Building cultures
of trust and respect
Services
© 2026 Halsden Centre Limited. A company registered in England & Wales No 15730726. VAT No 494887122