How to prevent and address workplace bullying

The ripple effect of workplace bullying on organizational culture

Over 30 million Americans have been or are being bullied at work, according to the Workplace Bullying Institute (WBI). This figure spells trouble for the individuals experiencing the problem and the companies where they work.

On a personal level, workplace bullying takes a toll on well-being. Victims often experience such unwanted things as stress, anxiety, depression, trouble sleeping, loss of appetite, and low self-esteem.

Physical health issues can include headaches, stomach problems, muscle tension, and high blood pressure.

Plus, mustering the strength to go in each day and focus on work performance becomes difficult. Absenteeism rates rise. Much time is consumed by worrying about bullying and trying to avoid the offender.

Decreased productivity hurts the organization. Beyond that, though, are various other undesirable consequences of workplace bullying.

Staff members worry about becoming the next target. When leadership allows bad behavior to continue, it is viewed as weak or uncaring. Ultimately, retention rates fall as unhappy employees go elsewhere.

If word gets out about bullying behavior at your workplace, it can damage the company’s reputation. You may have trouble attracting new hires.

What is workplace bullying?

To take action, it first pays to define bullying and what it may look like in a work environment.

According to the American Psychological Association (APA), “Bullying is a form of aggressive behavior in which someone intentionally and repeatedly causes another person injury or discomfort. Bullying can take the form of physical contact, words, or more subtle actions.”

Most of us are familiar with schoolyard bullying, where a mean kid demands a classmate’s lunch money or ostracizes the new student. But what might workplace behaviors look like?

Examples of work-related bullying include:

  • Verbal abuse: Insults, sarcasm, threats, degrading “jokes,” name-calling, tirades against a person

  • Social isolation: Exclusion from meetings, ignoring, spreading rumors

  • Undermining: Sabotaging work, taking undue credit, setting impossible deadlines, withholding pertinent information

  • Intimidation: Staring, aggressive body language

  • Abusing position: Controlling resources, purposely making it hard for someone to do his job

  • Physical contact: pushing, “accidentally” bumping someone

  • Mean acts: Hiding desk items, stealing from a person’s lunch

Cyberbullying

Much modern workplace bullying takes place online. The APA defines cyberbullying as “verbally threatening or harassing behavior conducted through such electronic technology as cell phones, email, social media, or text messaging.”

leader-avoid-negativity-1080x720pxSome examples of work-related cyberbullying include:

  • Belittling targets on video chat

  • Sending threatening emails or texts

  • Spreading gossip or raging over social platforms

  • Picking on remote workers by withholding information or purposely excluding them from group activities

Cyberbullies often relish the ability to bother their target at any time, including during non-work hours. Putting a victim on constant guard creates a greater sense of fear.

Also, the nature of online interactions adds to the boldness of some bullies. They act harsher or more frequently because the communication isn’t face-to-face. They may believe slimmer odds of getting caught or reprimanded exist.

Who gets bullied at work?

Victims run the gamut. Some are what you might think of as easy prey – shy individuals unlikely to defend themselves or call out the bad behavior.

Other targets of bullying are popular or talented people taunted out of jealousy or a colleague’s desire to “keep the person in his place.”

Some bullies pick on anyone who is “different.” These offenders often single out people for their race, gender, age, or weight.

Managers exist who adopt bullying as their style. They invoke fear in their team by harshly criticizing people in front of others for their mistakes or performance issues.

They intimidate anyone who expresses disagreement with their opinions or decisions. Also, they threaten others with losing their jobs for any reason or no reason.

Such tactics may produce short-term results. Worried workers may give in and stay silent rather than face humiliation or jeopardize their careers.

In the long run, though, this “leadership” strategy backfires. Fed-up employees leave toxic, fearful work environments for places where they feel valued and safe.

Is bullying illegal?

Federal laws do not expressly prohibit bullying. While legislation has been introduced in more than half of U.S. states to make bullying at work illegal, getting it passed proves difficult. (For more information on where things stand, check out the Healthy Workplace Bill.)

Why the difficulty? Skeptics point to how hard it is to adequately define illegal bullying. They worry the bar could be set too low, creating streams of legal claims for random offhand comments or minor isolated incidents.

Employees could also try to label any negative interaction as bullying. Legitimate actions, such as managers’ efforts to discipline poor performers, may be criticized.

When bullying overlaps with discrimination

As mentioned earlier, bullies often pick on fellow workers who are different in some way. This difference can fall under a protected class category, such as race, national origin, disability, gender identity, sexual orientation, religion, or age.

Employees who feel they are victims of bullying due to one of these things can file a discrimination lawsuit under the federal Civil Rights Act.

Bullying as retaliation

Likewise, bullying sometimes ventures into retaliation territory, which is illegal. Employees can make a legitimate claim. This is true if they can prove poor treatment by a manager. The poor treatment must be a result of an earlier “protected” activity.

For example, this could include filing a discrimination or harassment complaint. It might also include reporting safety violations. Additionally, seeking reasonable accommodations for a disability or taking protected sick leave are protected activities.

Physically violent bullying is unlawful. Any victim should report it immediately to human resources and proper authorities.

Company responsibility

Organizations that do not take a hard stance against bullying face a variety of potential problems, from poor team dynamics and low morale to reputational damage and legal action.

Wise companies adopt a zero-tolerance policy that clearly states that bullying will not be tolerated. They outline bullying behavior (including cyberbullying) and its consequences in the employee handbook.

They also provide detailed instructions on reporting bullying incidents experienced or witnessed. Taking all claims seriously, the company follows predetermined investigation procedures, paying close attention to safety, confidentiality, and fairness.

Perhaps most importantly, organizations must follow through on disciplinary action should the investigation results confirm bullying.

Without rule implementation, the policy comes off as just a bunch of empty words. Bullies and victims alike internalize the message that nobody cares what goes on.

Workplace bullying prevention

Employers interested in stopping workplace bullying from occurring have a variety of helpful options:

  • Prioritize open communication

Let employees know that you care about their concerns. Encourage them to draw questionable behaviors or comments to management’s attention. Provide multiple outlets, including anonymous ones.

  • Conduct one-to-one check-ins

Talking with team members regularly provides the opportunity to learn more about each person’s experiences at the company. You may notice something that is making an employee uncomfortable and be able to press for more details gently.

  • Stay alert

Observe both on-site and remote staff for possible signs of trouble. For instance, does someone clam up when a colleague enters a room or joins a video chat? Has a team member asked to move cubicles or for a transfer to a different project? Noticing such things and inquiring about them may lead to information about behind-the-scenes bullying.

  • Create a respectful environment

Supervisors who bully set an ominous tone as their charges take cues from them. Be a positive role model who aims to form a physically and psychologically safe workplace where everyone is treated well and valued.

  • Treat bullying as a performance problem

Don’t reward or promote bullies; doing so sends a message that bad behavior is accepted and does not hinder advancement. Instead, work to reform or terminate bullies by company policy. Don’t let the person’s abilities prevent justice. Being a “good” employee involves more than mastery of complex skills.

  • Conduct prevention training

Promote the idea that eliminating bullying in the workplace is in everyone’s best interest. Teach employees how to identify and report improper behavior.

People often want to help but do not know what to do when witnessing bullying, sexual harassment, or other workplace violence. Bystander intervention training builds confidence and skills. Through education and practice, participants learn what actions they could take in such situations.

  • Discuss cyberbullying

Make certain people know the basic advice: If you wouldn’t say it to someone’s face, don’t say it online. Ask employees not to be fooled by the casual nature of Slack and other outlets – workers are expected to exhibit professionalism at all times. Stress that cyberbullying is unacceptable and subject to punishment.

Also, remind staff members of the pitfalls of electronic communication. Without the aid of body language, facial expressions, and tone, messages may be received differently than the sender intended. Jokes may not appear funny, and bold type or all caps can seem hostile.

Encourage workers to think about their writing, aim for clarity, and reread words before sending. Insist that anything potentially sensitive or confusing is handled in person or via videoconferencing to maximize understanding.

Also, emphasize that electronic messages on company devices and communication channels are the organization’s property and subject to backup, download, and review.

Tips for victims of bullying

Bullying tends not to stop until dealt with by either the target or the company.

Victims considering confrontation must realize it will feel uncomfortable and require great courage. Also, evaluate whether or not it is safe to act. Do not jeopardize your well-being.

Confronting the bully

Bullies do sometimes back down when they see adversaries stand up for themselves. Work on speaking clearly and firmly. Demonstrate that you are not intimidated by standing tall, looking the offender in the eye, and remaining calm.

Document this interaction and all of the incidents leading up to it. Write down dates, places, what exactly occurred, and witnesses (if any). Keep printouts of any supporting documents, such as threatening emails.

Such information proves vital in establishing history and severity when contacting human resources or other sources for assistance.

Victims who bring the problem to their employer’s attention benefit from first consulting the company’s anti-bullying policy.

Presenting the issue to the proper person or department can save time and decrease red tape. Policy knowledge also lets you know your rights and what to expect in the investigation process.

Employees dissatisfied with progress or outcomes might seek legal counsel. Such professionals can present options; sometimes, their mere presence spurs those in charge to take the issue more seriously.

Seeking support and taking further action

stay-calm-work-1080x720px-1During this trying time, focus on self-care and support. Bullying has a highly negative effect on a victim’s well-being. Seek out people who boost your spirits, confirm your worth, and remind you that you do not deserve to be bullied.

Family and friends definitely can help, but don’t be afraid to look for additional input on coming to terms with the health-harming mistreatment you experience.

Seek out qualified mental health professionals, perhaps through your company’s Employee Assistance Program (EAP). They can suggest responses and coping strategies to lessen an aggressor’s hold and give you back control of your life.

As a last-case scenario, consider finding a new job. While such a measure feels unfair, leaving a hostile work environment may prove your best route if it ends frustration and restores wellness.

More Resources:
Bullies at work — How to handle toxic coworkers New tab icon
Workplace etiquette: The ultimate guide to professionalism New tab icon
Top 10 causes of stress at work (and what you can do about them) New tab icon

Want more insights like these? Visit Beth Braccio-Hering’s author page to explore her other articles and expertise in business management.