Workplace bullying is not a new problem. However, we now understand that it targets an employee’s identity, not just their work tasks. This makes it incredibly damaging.
In the modern workplace, bullying takes many forms. It affects employees from all walks of life. This article explores what bullying looks like. It also explains how to recognise it if a boss or co-worker targets you.
What does workplace bullying look like?
To stop bullying, you must look at the behaviour, not the person. Bullying is defined as repeated, unreasonable behaviour. Crucially, it creates a risk to health and safety.
Common forms include:
- Verbal assault: This includes shouting, name-calling, or insults. It also includes using sarcasm or “humour” to belittle someone.
- Social isolation: This occurs when a team ignores a colleague. They might actively avoid them or refuse to include them in activities.
- Worsening conditions: A bully might deliberately increase workloads. Alternatively, they might remove necessary resources or assign meaningless tasks.
- Physical aggression: This comprises any violent contact. Examples include hitting, shoving, or invading personal space.
Bullying by Co-workers
Bullies represent all job roles, not just management. Co-workers can be just as destructive as bosses. Often, this appears as:
- Mobbing: A group of people gangs up on one person.
- Undermining: Colleagues spread malicious rumours. Consequently, it becomes difficult for the target to do their job.
Bullying by Management
Unfortunately, this is the most common scenario. If your boss bullies you, you may notice specific patterns.
- Different treatment: You receive harsh feedback, yet others are praised for similar work.
- Unfair deadlines: You face impossible time frames compared to your colleagues.
- Interference: Your boss constantly interrupts your work. For example, they might conduct excessive “surprise inspections.”
The “Power” Bully
A bully with power is dangerous. This person might be a senior manager or a direct supervisor. They often use their authority as a tool for abuse.
For instance, they might refuse to listen to your input. Furthermore, they might use performance reviews as a weapon rather than a constructive tool.
How to deal with the issue
If you suspect bullying, protect yourself immediately. Follow these steps:
1. Document Everything
Keep a record of every incident. Write down what was said, the date, and the time. Note who was present. Document your feelings and the impact on your work. This evidence is crucial.
2. Seek Help from HR
Many companies have specific policies regarding bullying. Once you document the facts, speak with your HR department. They are trained to handle these grievances.
Conclusion
Navigating workplace bullying is difficult. This is especially true when the aggressor is a superior. However, you do not have to suffer in silence.
Keep detailed records and learn your rights. If internal avenues fail, professional external investigators can help establish the facts objectively.
Need Help with a Bullying Complaint?
Jolasers assists with complex workplace investigations to ensure a fair outcome.
Telephone: 0418 101 164 (Stephen Oliver)
Common Questions
Is micromanagement bullying?
It depends. Reasonable management action is not bullying. However, excessive, unnecessary scrutiny designed to intimidate is considered bullying.
Can a subordinate bully a manager?
Yes. This is called “upwards bullying.” It involves spreading rumours, refusing reasonable instructions, or undermining authority.
What proof do I need?
You need evidence of a pattern. Emails, witness statements, and a detailed diary of incidents are the best proof.