Address Workplace Bullying

According to the Workplace Bullying Institute, 30% of American workers have experienced abuse at work. Workplace bullies control those around them, creating a difficult working environment for targets of and witnesses to the bullying behavior.

Generally, workplace bullying is legal. However, it affects victims by causing:

• Reduced productivity
• Increased stress
• Poor health
• Withdrawal from office life

Understand What Workplace Bullying Entails

Workplace bullying can involve anyone at any level. Bullies can appear to be productive employees who may label the behavior as “motivating” or necessary for “handling” problematic subordinates or coworkers.

Bullying is more than rude or uncivil behavior directed toward subordinates or colleagues.

It involves:

• Repeated, health-harming mistreatment
• Threatening, humiliating, or intimidating actions
• Interfering with productivity and work completion
• Potentially verbally abusive behavior

Because bullying isn’t necessarily based on a protected characteristic such as race or sex, and it’s not based on a desire to discriminate, it’s different from unlawful workplace harassment. Likewise, bullying isn’t retaliation for engaging in a protected activity.

Consider a Policy

To eliminate bullying without imposing a general civility code, differentiate between unreasonable bullying behavior and appropriate supervision.

Define and prohibit bullying as an expansion in your institution’s anti-harassment policy. Include examples of prohibited behavior, such as shouting or swearing at employees, embarrassing or publicly ridiculing coworkers, and sabotage.

Any policy should encourage employees to report bullying behavior to a neutral party, such as an ombudsperson or a designated human resources employee. Emphasize that bullying doesn’t need to be unlawful harassment for your institution to take corrective action. Provide an anonymous reporting option to reduce concerns of retaliation.

Identify and Respond to Bullying

At the complaint stage, it can be difficult to differentiate between unreasonable bullying behavior and appropriate supervision. Investigate the alleged actions as well as the surrounding work climate. Don’t ignore the complaint merely because the worker appears disgruntled.

Witnesses to bullying behavior may be reluctant to come forward but may discuss behavioral issues during an investigation. Focus the investigation on the bully’s conduct — not the content of speech — and the conduct’s impact on the workplace.

After identify bullying, act immediately. Consider reassigning the bully if the behavior does not warrant termination. Document the investigation’s findings, corrective actions, and counsel against retaliation. Offer resources to the victim, including access to your institution’s employee assistance program (EAP).

Additional Resources

Workplace Bullying Institute: 2021 Survey

Prof. David Yamada: Workplace Bullying and Ethical Leadership

University of Louisville: Workplace Bullying Information

University of Mary Washington: Workplace Bullying Policy

University of Georgia: Workplace Violence Policy