No more workplace bullies.
What’s the easiest way to address workplace bullies and create a healthy work environment?
Tackle it head-on, of course.
We’re impressed by how companies minimize the impact of workplace bullies, transforming traditional cultures of fear and apathy into something positive.
If you’ve ever lived in the shadows of bullies, you’ll appreciate that workplace bullying is a serious issue that negatively impacts individuals and organizations.
This guide provides information on workplace bullies and steps that can be taken to address bullying in the workplace.
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Definitions
Workplace bullying involves repeated unreasonable actions of individuals (or a group) directed towards an employee (or group of employees), intended to intimidate, degrade, humiliate, or undermine.
It includes behavior such as verbal abuse, threatening, intimidating, or sabotaging a person’s work.
Background Overview on Workplace Bullies
Workplace bullies can be bosses, coworkers, or subordinates. By intimidating others, they gain a sense of power and control.
Bullies often pick targets they perceive as vulnerable and less likely to fight back.
Their bullying behaviors stem from insecurities and personal issues rather than the target’s work performance or actions.
Features
Common features of workplace bullies include belittling others, spreading rumors and gossip, taking credit for others’ work, public humiliation, excessive monitoring/micro-managing, intimidation, and setting others up to fail.
Their behavior creates a toxic work environment where employees feel anxious, stressed, and less productive.
Summary of Impact
For individuals, bullying causes psychological and physical health issues like increased stress, anxiety, depression, and lower self-esteem.
Targets often miss work or quit their jobs. For organizations, bullying leads to reduced productivity, increased turnover, and higher medical costs. It damages company culture and reputation.
4 Steps to Deal with Workplace Bullies
- Document incidents objectively: Keep a confidential record of specific bullying incidents including dates, times, locations, witnesses, and how each made you feel.
- Report to the appropriate parties: Formally report bullying to HR and/or management in writing. Provide your documentation as evidence. Request a prompt, fair investigation and resolution.
- Seek support: Talk to trusted coworkers or contact a worker assistance program or counselor. Get advice on how to handle bullying professionally.
- Consider all options: If the organization fails to address the bullying sufficiently, options may include mediation, filing a complaint, or legal action. As a last resort, update your resume and find a new, healthier work environment.
Challenges
Challenges in addressing bullying include lack of HR support, fear of retaliation, power dynamics if the bully is a senior leader, and “blaming the victim” attitudes.
Organizations must have strong anti-bullying policies and train all employees to recognize and prevent toxic behaviors.
Conclusion
In summary, workplace bullying seriously harms both individuals and companies.
While challenging to address, following documented, confidential steps and seeking help can empower targets to resolve bullying situations.
With commitment from leadership, workplaces can become more respectful, inclusive, and productive for all.
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With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.
