One area I frequently address in my coaching practice is how to deal effectively with workplace bullies.
Defining Workplace Bullying
Workplace bullying involves repeated, aggressive, or unreasonable behavior intended to intimidate, humiliate, or undermine another employee. Unlike schoolyard bullying, it often operates within organizational rules and can be subtle or indirect. According to the Workplace Bullying and Trauma Institute (WBTI), bullying is “the repeated mistreatment of one employee targeted by one or more employees with a malicious mix of humiliation, intimidation, and sabotage of performance.”
Bullying is far more common than many people realize, occurring significantly more often than illegal discrimination, workplace violence, or sexual harassment.
Common Tactics Used by Bullies
Typical bullying behaviors include:
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Constant criticism: Exaggerating mistakes to undermine confidence or reputation.
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Isolation: Excluding the target from information or social interaction.
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Monopolizing resources: Controlling access to information or tools to create dependency.
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Gossip and rumors: Undermining credibility or relationships through misinformation.
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False documentation: Fabricating or misrepresenting complaints to damage the target’s record.
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Stealing credit: Claiming others’ work as their own.
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Verbal abuse: Insults, derogatory language, or demeaning nicknames.
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Passive aggression: Withholding work, procrastinating, or provoking emotional reactions.
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Sexual harassment: Using inappropriate behavior as a control tactic.
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Violence: Rare, but may occur as an escalation.
Most bullies use a combination of these tactics to increase their impact.
Common Management Mistakes
Leaders often unintentionally enable bullying through:
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Appeasement: Giving bullies what they want in hopes they will stop.
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Blaming both parties: Treating the situation as a mutual conflict rather than targeted aggression.
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Blaming the target: Discouraging complaints or penalizing the person being bullied.
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Ignoring the issue: Hoping the behavior will resolve on its own.
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Overemphasizing teamwork: Prioritizing group harmony over individual contributions, which can allow bullies to label high performers as “not team players.”
Effective intervention requires clear policies, consistent accountability, and a culture that does not tolerate abusive behavior.
Kathleen
For more information about workplace bullying, please go to http://www.workplacebullying.org/