Workplace Bullying
July 16, 2024
Up until recently, the word “bullying” made many of us think about uncomfortable moments in the schoolyard. But thanks to awareness raised around the toll that a hostile work environment can take on an individual, workplace bullying is being prevented and actively addressed by organizations.
Do you want to know how to prevent and respond to workplace bullying?
This post will cover:
-The definition of workplace bullying
-What workplace bullying looks like
-What workplace bullying doesn’t look like
-Witnessing workplace bullying: what to do
Workplace bullying: the definition
Workplace bullying is commonly defined as “repeated, health-harming mistreatment by one or more employees of another employee: abusive conduct that takes the form of verbal abuse; or behaviors perceived as threatening, intimidating, or humiliating; work sabotage; or some combination of the above.” (Source: Workplace Bullying Institute)
It may look like:
-Gossip
-Accusing someone of errors they did not make/gaslighting
-”Icing” people out at meetings or in conversations with co-workers
-Hostile behavior such as cold stares or mocking
-Disregarding quality of work or being overly critical, either in private or in front of team members
The key factors to look for include
Per the definition above, while possibly equally hurtful and subject to disciplinary action, isolated incidents do not necessarily constitute workplace bullying. The key factors generally include:
-Repetition, meaning that bullying is not confined to a single incident but has a pattern.
-Duration, meaning that it continues over time.
-Escalation, meaning that the aggression increases with time.
-Power disparity. Power disparity can be a tricky element to identify. Because it means the lack of ability the victim has to defend themselves, it may suggest that it has to do with rank, but this is not always the case.
A power disparity can also exist when the target of bullying has limited means of defending themselves. For instance, a target can be bullied by someone of equal status if they lack the experience and knowledge about how to defend themselves or report the abuse.
What workplace bullying is not
Conflicts and differences of opinion can often arise in the workplace. There are important differences between bullying and conflicts to keep in mind.
In a workplace conflict, both sides express their views and work to come to a resolution. The goal is for neither side to be harmed. Bullying, on the other hand, is meant to cause harm to a specific person and will typically escalate once the bully realizes this is taking place.
Preventing workplace bullying
Preventing and stopping workplace bullying is the responsibility of the entire team.
Management
If you are in a management position you should have a clear zero-tolerance policy that your employees are aware of.
-Adopt and implement a zero-tolerance policy that your employees are aware of. This may look like:
-Informing new employees of the policy as part of the onboarding process.
-Posting the policy or a general code of conduct in your common areas.
-Reviewing the zero-tolerance policy in bi-annual meetings or communications.
-Hiring outside trainers or consultants to conduct workshops for your organization.
-Recognizing employees for positive teamwork.
-Ensure that all managers and HR representatives are well-trained in conflict resolution best practices.
-Respond to all reports of impossible workplace bullying immediately.
What to do if you see workplace bullying
There are things that anyone who sees the mistreatment of a team member should do. First, it is important that you document the incident. Don’t wait until you see a pattern of behavior to begin to take note of things. Write things down the very first time.
Next, tell your manager or HR representative what you have witnessed. It is vitally important to have a third party provide input on the situation.
Third, consider speaking privately with the target. Bullying is a highly demoralizing experience that can lead to employees feeling lonely and to them dreading work each day. Knowing they are supported can go a long way in helping them develop hope or even reporting the behavior themselves.
Remember, doing nothing is not a neutral act. Doing nothing condones the bullying.
What to do if you experience workplace bullying
If you experience workplace bullying remember that it is not your fault and that you deserve to be respected and safe at work. Take action. Some steps to take include:
-Writing everything down. Although it can be draining to keep a list of your own mistreatment it is important that you have a record of it. At the very least make a note that includes the date and a few short sentences about the incident.
-Next, get informed. Does your workplace have a policy around reporting and addressing bullying or harassment?
-Inform someone in your organization. Your employer has a responsibility to address your concerns, even if it means just starting with hearing you out. Whether it be your manager, HR representative, or someone in another role, document the incident officially.
Always take action. Remember, you have the right to work in a safe environment free from harassment, discrimination, bullying, or mistreatment.
More about workplace dynamics
Active listening in the workplace
<< Back to Blog Posts