Workplace Bullying: How to Recognize It, Address It, and Stop It!
Fans of The Office tuned in with glee as Jim Halpert played practical joke after practical joke on his frenemy, Dwight Schrute. In season one alone, Jim encased Dwight's stapler in Jell-O, built a pencil fence between their desks, locked Dwight inside his own workspace, and convinced Dwight to buy a purse, only to then mock him mercilessly.
While all these pranks were done in the spirit of good humor, in real life, workplace bullying is no laughing matter.
What is Workplace Bullying?
Workplace bullying is a pattern of harmful, targeted, and unacceptable behavior that occurs between coworkers in the workplace. It can be overt or subtle, but it is always demeaning, and it creates a hostile environment where workers cannot freely share their thoughts or ask questions, due to the fear of judgment and criticism. Workplace bullying can lead to employees questioning their value as workers, members of a team, or even as people. Anyone can be a workplace bully, and it is important that managers reflect upon their own actions to see if they many align with those of a bully, while also keeping a close eye on their employees to ensure that joking, ribbing, or pranks don't cross the line into workplace bullying.
According to the Workplace Bullying Institute, more than 60 million working people in the U.S. are affected by bullying. As long as bullying doesn't cross the line into harassment, it isn't illegal. But it still has seriously negative consequences for organizations and the people who work for them, and should be recognized and counteracted as quickly and compassionately as possible.
Signs of Workplace Bullying May Include:
Micromanaging or excessive performance monitoring
Pitting employees against each other
Gossip, threats, humiliation, excessive sarcasm, or other types of verbal abuse
Criticizing publicly instead of privately
Purposeful exclusion from after-work events
Targeted practical jokes that are malicious in nature
Continued denial of requests for time off without a valid reason
Continued refusal of promotions, raises, or other types of advancement without explanation
Attempts to question or undermine the intelligence or competence of others
Impacts of Workplace Bullying
Workplace bullying doesn't just create a toxic environment at work. It also has mental and physical repercussions for employees once their work days are over. Bullied workers have said that they suffer from stress, anxiety, insomnia, depression, panic attacks, heart palpitations, even suicidal thoughts. Bullied workers often suffer from self-doubt and low self-esteem, and need to take more time off in order to cope with these feelings and distance themselves from their bullies.
Workplace bullying doesn't just impact individuals; it impacts institutions as well. In the short-term, workplace bullying leads to a lack of trust among coworkers and poor team dynamics. These feelings fuel a cycle of low morale, decreased productivity, and a general lack of employee engagement. Workplace bullying also wastes employees' time and distracts them from the tasks at hand.
If left unaddressed, workplace bullying can lead to increased employee absences, and, eventually, high turnover rates, which increases training costs. And, if bullying crosses the line into harassment, legal costs can accrue quickly. What's more, we live in a time when workplace satisfaction has never mattered more to potential employees, and with online employment ranking forums, such as Glassdoor and Indeed, your workplace can quickly and easily earn a reputation as a place where bullying goes unchecked. This will likely turn off talented applicants who want to work for an organization where they will be respected and treated fairly.
What Can Managers Do to End Workplace Bullying?
Train managers to prevent inappropriate workplace behavior. Managers who've received training can help stop conflict from occurring and are better at fostering trusting and healthy relationships with their coworkers. These trainings should be specific, and cover the precise details of concepts like "respect," "civility," and "safety," terms that are often used, but rarely defined.
Promote "speak-up culture." This will let employees know that they will be genuinely listened to when they report bullying, and won't be told that they are "overreacting," or "taking things too seriously."
Get to know how workers at all levels treat not only their superiors, bus also the people they manage. It isn't that uncommon for managers to put on a good face for those of higher rank, and not extend the same civility to those they are meant to lead.
Schedule regular check-ins with employees at various levels and listen to their experiences. Nothing can build trust and community as effectively as active listening. It creates the kind of comfort and openness that allows managers to stop bullying long before it starts. And it makes workers feel valued.
Formalize decision-making processes, and make these processes transparent. This way, employees have clarity and decisions don't seem random or rooted in personal biases.
As a manager, always self-reflect. While a good deal of your time and energy will be spent evaluating the members of your team, make sure that you check in with yourself regularly to ensure that you are not inadvertently bullying others.
Resources for Managing Workplace Bullying
Workplace bullying, whether intended or not, is always bad news. But the good news is that there are resources available to combat this problem and create a workplace where everyone feels seen, heard, and respected.
For more information on how to recognize, address, and rectify workplace bullying, please reach out to us today. At the HR DOC we have experience helping workplaces of all sizes build safe, productive, and harmonious environments. We can help you create the type of team dynamics where everyone shows up comfortable, confident, and ready to do their best work!
