The workplace is not always a neutral, safe space. For many, it can be a hostile environment. According to the Workplace Bullying Institute, approximately 15% of people have experienced bullying at work.
If that statistic seems low, you are likely right. Many employees are afraid to come forward, and countless cases go unreported every year.
It is vital to understand what constitutes workplace bullying, how to spot it, and—most importantly—how to combat bullying in the workplace before it damages your career or mental health.
What is workplace bullying?
Workplace bullying is the repeated and deliberate abuse of power by one or more employees over another. It is a form of harassment that can lead to serious consequences for both the target and the business.
While targets are often in lower-ranking positions, anyone can be a victim—including managers. Bullying typically consists of:
- Verbal abuse or public humiliation.
- Improper disciplinary action.
- False accusations of poor performance.
- Sabotage of projects.
- Withholding of deserved promotions or information.
How to spot bullying in the workplace
Is someone making your life difficult? Are you getting a “bad vibe” from a colleague, or being assigned inappropriate tasks? You may be a target.
To identify if you are being bullied, take these steps:
- Analyze the behaviour: Be mindful of the specific types of mistreatment you are experiencing. If you identify multiple forms of abuse, it is likely bullying.
- Keep a record: Document every incident. This builds a case against the aggressor.
- Get feedback: Ask trusted colleagues if they have noticed similar behaviour. It is possible the bully is targeting others, too.
3 common types of workplace bullying
1. Verbal abuse
Verbal bullying is difficult to prove as it is often undocumented. However, it is incredibly damaging. It manifests as shouting, insults, threats, withholding information, or forcing you to do things against your will.
2. Public humiliation
Few people can handle public humiliation without psychological impact. This includes being “made an example of” in meetings, deliberately being kept in the dark about events, or being purposefully embarrassed in front of peers.
3. Improper disciplinary action
Discipline must be timely, consistent, and fair. If your workplace uses disciplinary procedures to “throw people under the bus” without valid reason, this is a clear sign of bullying.
How to combat bullying (Victim’s Perspective)
If you are being targeted, you must take action to protect yourself:
- Document everything: Keep a journal recording the date, time, and details of each incident. This is your evidence for any future legal or HR action.
- Report it: Talk to your supervisor or HR representative. If you are serious about stopping the behaviour, you must make the organization aware of it.
- Seek support: The best way to combat bullying is to protect your mental health. Seek therapy or counselling to process the trauma and get back on track.
How to combat bullying (Bystander’s Perspective)
If you witness bullying, your silence empowers the aggressor. Here is how you can help:
- Support the victim: Speak to them privately. Let them know you witnessed the behaviour and that you are on their side. Validation is powerful.
- Report the incident: Report what you saw to a supervisor or HR. Independent witness statements are often the key to resolving investigations successfully.
Conclusion
Ultimately, the best defence is a strong offense: maintaining professionalism and knowing your rights. If you encounter bullying, report it immediately. Let the aggressors know—through official channels—that their behaviour is unacceptable.
If you are a bystander, speak up. Together, we can make the workplace safer and more respectful.
Need Help with a Bullying Investigation?
Jolasers provides expert HR investigation services in Melbourne to resolve complex disputes.
Telephone: 0418 101 164 (Stephen Oliver)
Common Questions
Is a single incident considered bullying?
Generally, no. Bullying is defined as repeated unreasonable behaviour. However, a single serious incident may still constitute misconduct or harassment.
Can I record a bullying conversation?
Be careful. In some states, recording a private conversation without consent is illegal. It is safer to make detailed written notes immediately after the event.
What if the bully is my boss?
If your supervisor is the aggressor, you should report the behaviour to their manager, HR, or an external investigator if internal options are not safe.