Bullying in the workplace is a serious issue that can undermine the health and well-being of employees.

The first step – whether you’re being bullied or see someone being bulled – is recognizing bullying signs in the workplace.

Understanding Workplace Bullying

Is there a Difference Between Bullying and Just Tough Management?

Workplace bullying is repeated, health-harming mistreatment of one or more persons by one or more perpetrators. It’s important to understand that bullying is not just about being tough

It involves behaviours that intimidate, degrade, offend, or humiliate a worker, often in front of others.

Unlike tough management, which is goal-oriented and aims to motivate employees to perform better, bullying is destructive and serves no legitimate business purpose.

Sometimes, what some might see as tough management can be misconstrued as bullying, and vice-versa. True management practices are characterized by clear communication and fairness; they contribute to professional growth.

It’s crucial to look at the context of the behaviour. If the intent is to harm or isolate someone rather than improve their performance or correct mistakes, it likely crosses the line into bullying signs in the workplace.

Common Signs of a Bully in the Workplace

Social Signs

One of the subtler forms of workplace bullying involves social interactions—or the lack thereof. This can include:

• Consistently being left out of meetings

• Getting ignored during social gatherings

• Being excluded from group communications

These actions can make an employee feel alienated and diminish their sense of belonging, which is vital for a cohesive team environment. Pay attention to shifts in how groups form and interact; the emergence of cliques and apparent favouritism can often precede more overt bullying behaviours.

Verbal Signs

Verbal bullying can be one of the more overt types of bullying. This might include…

• Sarcasm

• Mocking someone’s work or personal life

• Subtle threats

Another common form is public criticism—using 'feedback' as a disguise for outright insults, which can be demeaning and damaging to someone's professional reputation and self-esteem.

Subtle signs of bullying in the workplace could include someone frequently facing harsh comments about their abilities or personal attributes – being disguised as “feedback.”

Non-Verbal Signs

Non-verbal bullying can be harder to spot but is just as harmful. Examples include…

• Aggressive postures

• Glaring

• Purposefully ignoring someone at work

• Deliberate withholding of information that an employee needs to perform their job effectively

• Undermining professional credibility

• Tampering with someone’s work

The Impact of Bullying on Employees and the Organization

Bullying in the workplace doesn't just affect the individuals involved—it can ripple out, impacting the entire organization. Understanding these impacts can help highlight why it's crucial to address bullying promptly and effectively.

Mental and Physical Health

The effects of workplace bullying go beyond just bad days; they can lead to serious health concerns.

Psychologically, bullying can cause victims to experience increased stress, anxiety, and depression. These are not just fleeting feelings; they can deeply affect a person's mental health and quality of life.

Physically, the stress from bullying can manifest in several ways. Employees might start experiencing headaches, fatigue, and even gastrointestinal problems. These symptoms can be the body's response to the ongoing stress of facing a hostile work environment.

Over time, the chronic stress caused by repeated bullying can lead to long-term health issues.

Workplace Performance

Bullying affects more than just the health of individuals; it can also take a toll on their work. They’ll likely dread coming to work, leading to increased absenteeism as they seek to avoid the bullying situation.

Their productivity also suffers. When an employee is focused on coping with bullying, they're less able to concentrate on their tasks. This shift in focus can lead to errors, missed deadlines, and a decrease in the quality of work, affecting the overall output of the team or department.

Bullying can also poison team dynamics and workplace morale. A toxic work environment can make it difficult for teams to collaborate effectively, reducing efficiency and overall output, and potentially leading to higher turnover rates.

How to Respond to Workplace Bullying

Addressing workplace bullying requires a proactive approach from everyone within the organization—from the victims and bystanders to the management team.

For Victims

If you find yourself being bullied, it's important to document every incident. Write down the dates, times, and details of each occurrence, as this can help if you need to escalate the issue to HR or seek legal assistance.

Seeking support is crucial. Talk to trusted colleagues, reach out to HR, or consider professional counselling to help you cope with the situation.

For Bystanders

If you witness bullying, your support can make a significant difference. Be a witness to the incidents, offer your empathy to the victim, and consider intervening if you feel it's safe to do so. Reporting what you've observed to HR or management can also contribute to addressing the issue, as it helps to paint a full picture of the bullying behaviour.

By staying silent, bystanders can inadvertently perpetuate the toxic environment. It’s important to always speak up when you see signs of bullying and harassment in the workplace.

For Management

Management has a key role in preventing and responding to bully in the workplace signs. Training staff to recognize and respond to bullying can help nip the problem in the bud. Setting a zero-tolerance policy towards bullying is also critical; it shows that such behaviours will not be overlooked.

Create a supportive environment where employees feel safe to speak up about bullying without fear of repercussions. This not only helps in managing current issues but also in preventing future incidents, fostering a healthier workplace culture.

How to Build a Bully-Free Workplace

Creating a workplace environment that actively discourages bullying and promotes a supportive atmosphere is essential for the health and productivity of any organization.

Here are some effective strategies for building a workplace that not only discourages bullying but also fosters a positive and inclusive culture:

Policies

One of the foundational steps in preventing workplace bullying is to establish clear, comprehensive anti-bullying policies. These policies should:

• Define what constitutes bullying. Clearly describe what behaviours are considered bullying, including examples, so that there is no ambiguity.

• Outline the consequences. Specify the steps that will be taken when the policy is violated. Consequences should be appropriate to the behaviour and consistently applied to everyone, regardless of position.

• Be well-publicized. Ensure that every employee, from the newest to the most senior, is aware of these policies. This could be through regular training sessions, posters in common areas, or handouts during onboarding.

• Be consistently enforced. Policies should be applied consistently and fairly, regardless of the individuals involved. Consistent enforcement helps to build trust and lets employees know that the organization takes bullying seriously.

Trainings

Regular training sessions are crucial not only for educating employees about bullying signs in the workplace but also for equipping them with strategies to deal with it effectively. Consider incorporating:

• Recognition training. Help employees and management recognize the less obvious signs of bullying. Awareness is the first step in prevention.

• Role-playing scenarios. These can be an effective way to help employees practice how to respond to bullying. Role-playing can also help managers learn how to handle reports of bullying appropriately and sensitively.

• Interactive workshops. These can engage employees more actively than traditional training methods and can cover topics such as communication skills, empathy, and conflict resolution.

Fostering a Positive Workplace Culture

The overall culture of a workplace plays a critical role in the prevalence (or absence) of bullying. To foster a positive workplace culture:

• Promote core values. Actively promote values like respect, kindness, and cooperation. These values should be part of the everyday language of the workplace and reflected in the company’s policies and practices.

• Leadership's role. Leaders should model the behaviour they expect to see in their employees. When leaders treat each other and their team members with respect and fairness, it sets the tone for the rest of the organization.

• Encourage open communication. Create channels for open and safe communication. Employees should feel that they can speak up about bullying without fear of retaliation or being ignored.

Reach Out to Access Therapy for Workplace Training!

Creating a supportive and respectful workplace environment is crucial for the well-being of employees and the overall productivity of any organization.

At Access Therapy, we offer professional training services and counselling in Hamilton (and virtually in the greater Ontario area) designed specifically to help your organization identify bullying signs in the workplace, respond to them, and prevent workplace bullying entirely. Book a free consultation today!