Workplace bullying is a critical issue that can severely damage an employee's mental health, job satisfaction, and overall productivity, yet some managers may not recognize just how pervasive and harmful it can be. Unlike the obvious, overt bullying seen at school, workplace bullying often lurks in the shadows—subtle, insidious, and hard to pinpoint. It's also easy to assume that adults can handle themselves and wouldn't allow bullying to affect them. But the reality is far more disturbing.
Research indicates that victims of workplace bullying often endure significant long-term psychological and physical consequences. These include feelings of inferiority (Einarsen, 2000), heightened levels of depression and burnout (Lever, Dyball, Greenberg, & Stevelink, 2019), and significant declines in job satisfaction, performance, and overall workplace engagement (Devonish, 2013; Glasø & Notelaers, 2012). Additionally, these individuals are more prone to substance abuse (Vartia, 2001), serious health conditions such as heart disease (Kivimäki, Virtanen, Elovainio, Vahtera, & Keltikangas-Järvinen, 2003), and in extreme cases, may even be driven to suicide (Routley & Ozanne-Smith, 2012).
To build a healthy, supportive work environment, it’s essential to understand the various forms of workplace bullying, recognize the warning signs, and know how to take effective action.
Types of Workplace Bullying
Workplace bullying can take many forms, and it's not always as obvious as a boss yelling at an employee or a coworker spreading malicious rumors. Here are some common types of workplace bullying:
Verbal Abuse: This includes yelling, insults, sarcasm, and harsh criticism. Verbal abuse can be direct, such as shouting, or indirect, such as making demeaning comments disguised as jokes.Example: A manager consistently belittles an employee's work in front of others, making them feel incompetent and humiliated.
Social Isolation: Bullies may exclude the target from meetings, conversations, or social events, making them feel ostracized and unwelcome in the workplace.
Example: A team member is consistently left out of after-work gatherings, leading them to feel alienated from their colleagues.
Manipulation and Sabotage: This involves deliberately setting someone up to fail, withholding important information, or undermining their work in other ways.Example: A coworker intentionally withholds crucial project details, causing the target to miss a deadline or submit incomplete work.
Micromanagement and Overbearing Supervision: While not all micromanagement is bullying, it becomes so when it's excessive and intended to undermine the employee's confidence and autonomy.
Example: A supervisor constantly nitpicks details and makes an employee redo tasks unnecessarily.
Cyberbullying: In today's digital world, bullying can also take place online. This might include sending harassing emails, spreading rumors through social media, or excluding someone from group chats.
Example: A coworker uses a company messaging app to send passive-aggressive messages or makes derogatory comments about an employee in a group chat where they aren't included.
Recognizing the Signs of Workplace Bullying
Workplace bullying can be subtle, and employees may be reluctant to speak up about it. However, there are some key signs to watch for:
Increased anxiety or stress. The target of bullying may exhibit signs of stress, such as nervousness, insomnia, or irritability.
Avoidance behavior. The employee may start avoiding certain coworkers, meetings, or work-related social events.
Decreased productivity. A sudden drop in work performance can be a sign that an employee is being bullied.
Low morale and engagement. The target may seem disengaged, uninterested, or lacking in motivation.
Physical symptoms. Headaches, stomach issues, or other stress-related health problems can be physical manifestations of the impact of bullying.
How to Deal with Workplace Bullying
Dealing with workplace bullying requires a proactive approach. If you're being bullied, here's how to handle it:
Document the bullying. Keep a detailed record of the bullying incidents, including dates, times, locations, and any witnesses. This documentation will be crucial if you decide to report the behavior to HR or management.Tip: Include specific examples of the behavior, how it made you feel, and any impact it had on your work.
Speak up. If you feel safe doing so, consider addressing the bully directly. Sometimes, bullies aren't aware of the impact of their behavior and may change when confronted. However, if you're uncomfortable with this, or if the bullying is severe, skip this step.Tip: Use "I" statements to express how the behavior affects you, such as, "I feel disrespected when my work is criticized in front of others."
Report the bully to HR or management. If the bullying continues or escalates, report the behavior to HR or your manager. Use the documentation you've gathered to support your case, along with witness statements. If your company has specific policies for reporting workplace issues, follow them.Tip: If possible, bring a colleague or union representative with you for support when reporting the incident.
Seek emotional support. Don't hesitate to seek support from colleagues, friends, or mental health professionals. Dealing with workplace bullying can be emotionally draining, and it's important to have a support system.Tip: Many large companies offer Employee Assistance Programs (EAPs) that provide counseling services and other resources.
Escalate the issue if HR or management do not respond effectively. If the bullying is not addressed by your company or if you feel that your complaints are not taken seriously, you may need to consider legal action. Workplace bullying can sometimes fall under harassment or discrimination, which is illegal.Tip: Consult with an employment lawyer to explore your options and understand your rights.
How Managers Can Create a Bully-Free Workplace
If you don’t have an anti-bullying policy in place, get started right now. Delaying could expose your organization to serious legal risks, irreparable damage to your reputation, and most importantly, the inevitable loss of good employees.
Here's what to do:
Establish clear policies. Ensure that your company has a zero-tolerance policy for bullying, and communicate this policy to all employees.
Train and educate. Regularly train employees and management on recognizing and preventing workplace bullying.
Encourage open communication. Create an environment where employees feel safe reporting bullying without fear of retaliation.
Lead by example. Model respectful behavior and hold everyone accountable, regardless of their position in the company or how well they perform. A bully who brings in a lot of profits for the company is still a bully.
Workplace bullying is a serious issue that can have devastating effects on both employees and the overall work environment. It's the responsibility of management and HR to take a stand against bullying. Don't let one toxic individual drive away your best talent—protect your people.
