Did you know…
According to the research by the Workplace Bullying Institute (WBI), 30% of adults are bullied at work in the U.S., impacting more than 76 million workers. Studies estimate that bullying is four times more prevalent than illegal harassment.
Bullying and other types of abusive behaviors cost businesses billions in lost productivity, absenteeism, turnover, and increased medical costs. Employees subjected to bullying at work may suffer from decreased concentration, insomnia, mood swings, depression, stress, and migraines.
The impact and costs are staggering.
The WBI defines workplace bullying as repeated, health-harming mistreatment: abusive conduct that takes the form of verbal abuse; or behaviors perceived as threatening, intimidating, or humiliating; work sabotage; or a combination of the above. The individual on the receiving end of the bullying behavior is often described as the target or the victim.
SHARP (Safety & Health Assessment and Research for Prevention Program) explains “tough” or “demanding” bosses are not necessarily bullies if they are respectful and fair and their primary motivation is to obtain the best performance by setting high yet reasonable expectations for working safely.
SHRM (Society for Human Resource Management) defines bullying as unwelcome behavior that occurs over a period of time and is meant to harm someone who feels powerless to respond. These behaviors may rise to the level of unlawful harassment. However, this article is focused on behaviors that are not considered illegal under Federal and State laws and often happen under the radar at work, to the detriment of both the employer and the employee.
Because of the detrimental impact of bullying on the workplace, it is important for employers and employees alike to understand and spot this concerning behavior.
Dawn Johnson (local author, leadership development expert, and consultant) explains that bullying is a distinct set of behaviors based on “intensity, frequency, and duration.”
Johnson’s book Outwit the Workplace Bully: 8 Steps you Need to Know to Reclaim Your Career, Confidence, and Sanity (2022), explains that when thinking about bullying behavior in terms of intensity, consider questions such as:
Johnson explains that often a bully will expend a tremendous amount of “time, energy, emotion, and power” targeted at the individual, which distinguishes it from common workplace conflict that happens between coworkers.
Pay attention to how often the behavior occurs and watch for patterns. Johnson explains that typical actions may include:
Johnson explains that we may experience these behaviors occasionally at work; yet when you notice a pattern and experience them frequently, they move into bullying territory.
All too often, these behaviors go undetected for weeks, months and even years. It isn’t just a “one-off” of someone having a bad day. While some researchers suggest the behavior should reach a threshold (such as six months) to be defined as bullying, Johnson cautions that waiting to take action could cause psychological and professional damage.
Researchers and authors may use different verbiage to describe bullies. Johnson separates them into four types: the Screamer, the Critic, the Deceiver, and the Gatekeeper. While bullies may have their preferred modus operandi, they may also be a combination of these types.
This is the stereotypical bully that enjoys loudly humiliating others. In fact, while the behavior may be directed at one person, these bullies can terrorize entire departments with their yelling, rants, and threats. Johnson explains that typical behaviors may include:
The critic can operate in stealth mode, undermining the target by questioning their work and performance. The objective of the Critic is not to provide constructive feedback, but to discredit. Johnson describes some typical behaviors:
Because the Deceivers often appear friendly and cooperative, they can be the most difficult to detect. Johnson warns that Deceivers are master manipulators and careful to cover their tracks. Behaviors often include:
The Gatekeeper’s tactics may be subtle, but the impact is not. These bullies withhold resources like time, training, and information. Johnson explains that some favorite tactics include:
The actions of bullies take their toll on workplaces. Employees that are targets of workplace bullying can suffer long-term physical and mental health issues. Employers experience decreased productivity along with increased costs, turnover, and absenteeism.
Stay tuned… part 2 will cover steps all employers should consider to uncover bullying behavior and mitigate the toxic impact of bullies at work.
About the Author
Human Resources thought leader, Stacy Johnston, provides innovative solutions with a mission to support organizations in understanding and engaging their biggest competitive advantage… their employees. Johnston is a licensed attorney and holds the SHRM-CP and PHR credentials.
Interested in HR support? Check out the online resources at www.audacityhr.com.
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