Update for 2026:
Are you seeing “Upwards Bullying” manifest specifically during performance reviews?
Read our new Master Guide: When the “Victim” is actually the Bully: The Weaponization of Complaints.
Bullying isn’t just a playground issue; it thrives in offices and job sites too. While some dismiss it as “office politics,” the effects on the victim are often devastating. This behaviour can result in the victim being ostracized, psychologically damaged, or forced out of their job.
Bullying is insidious. It often creeps up when you least expect it. Therefore, recognizing the warning signs early is critical. In this article, we explore how bullying manifests at work and how you can stop it before it gets out of control.
Recognize the signs of workplace bullying
Bullying usually happens behind closed doors. The bully typically targets individuals who are less powerful than they are. This creates a pattern of behaviour where a manager or colleague takes out their frustration on a specific target.
Because bullies aim to humiliate, they often use subtle harassment tactics. These include:
- Raising voices or shouting.
- Making sarcastic or demeaning comments.
- Sabotage, such as removing tasks without reason.
- Withholding information needed to do the job.
Bullying is intentional
Some assume bullying is just a “personality clash” or a natural expression of stress. This is rarely the case. Bullying is intentional.
If you suspect you are being bullied, you must document everything. Keep a diary of dates, times, witnesses, and specific details of what was said or done. This evidence is crucial if you decide to lodge a formal complaint with HR.
Do not pretend you don’t see it. Ignoring the behaviour often makes you an easier target. You need to be firm in your response.
The role of bystanders
While managers are often the perpetrators, colleagues can be complicit. If you see others joining in—either actively or by staying silent—you must speak up.
Bullies rely on silence. If you don’t stand up for the victim, you help create a toxic culture where you might become the next target.
The cost of silence: Why employees quit
Bullying is destructive, but its effects take time to surface. Many employees don’t realize the toll it is taking on their mental health until it is too late.
Often, the victim’s only recourse feels like resignation. This is a loss for the individual and a significant cost for the business. If you feel bullied, take immediate action. Document the events and report them to your manager or HR department immediately.
Strategies to stop workplace bullying
Organizations must take proactive steps to prevent this toxic behaviour. Here are five effective strategies:
- Create a culture of inclusion: Ensure all employees feel valued. A respectful culture leaves little room for bullying to thrive.
- Hire the right people: Recruit individuals who share your values. Screening for cultural fit helps prevent bullies from entering the workforce.
- Zero tolerance: Make it clear that bullying is unacceptable. Implement a clear disciplinary policy and enforce it without exception.
- Regular check-ins: Use one-on-one meetings to ask employees about their well-being. If they feel unsupported, address it immediately.
- Offer support systems: Ensure employees know they have options, such as an Employee Assistance Program (EAP) or a confidential reporting line.
Conclusion
Bullying can be subtle, but you cannot afford to ignore it. If left unchecked, the situation will escalate, becoming destructive to your team and your business.
With careful planning and a zero-tolerance approach, you can stop bullying in its tracks. A positive work environment isn’t just “nice to have”—it is essential for productivity and retention.
Watch our informational video: Click here to watch on YouTube
Need Help with a Bullying Investigation?
Jolasers provides expert workplace bullying investigations in Melbourne and across Victoria.
Telephone: 0418 101 164 (Stephen Oliver)
Common Questions
What defines workplace bullying?
Bullying is defined as repeated, unreasonable behaviour directed towards a worker that creates a risk to health and safety.
Is reasonable management action bullying?
No. Legitimate performance management, disciplinary action, or directing work is not bullying, provided it is carried out in a reasonable manner.
What evidence do I need?
Detailed notes are essential. Record dates, times, locations, witnesses, and exactly what was said or done. Save relevant emails or messages.