Workplace bullying is often pictured as a top-down problem: a tyrannical manager shouting at a subordinate. However, a growing issue in the corporate world is “Upwards Bullying.”
This occurs when an employee (or a group of employees) targets their manager. It is a form of psychological abuse that is often overlooked because people assume leaders are “tough enough” to handle it.
If your managers are feeling undermined, isolated, or harassed by their team, you may need to launch a Melbourne workplace bullying investigation to uncover the toxic dynamics at play.
What is Upwards Bullying?
Upwards bullying involves persistent, hostile, and humiliating behaviour by a subordinate towards their superior. It is not just “insubordination”; it is a calculated attempt to dismantle the manager’s authority.
Common tactics include:
- The Whisper Campaign: Spreading malicious rumours about the manager’s competence or personal life.
- Withholding Information: Deliberately failing to pass on critical messages to make the manager look incompetent.
- Bypassing Authority: Consistently going over the manager’s head to senior leadership with minor complaints to paint a picture of dysfunction.
- Social Isolation: “Freezing out” the manager from team social interactions.
The Causes: Why Bully the Boss?
The power dynamic in these cases is complex. While the manager has formal power (rank), the bully often has informal power (social influence or tenure).
1. Resistance to Change
A new manager arrives and implements new procedures. Long-standing employees may bully the new leader to force them to revert to the “old ways.”
2. Insecurity and Envy
An employee who was passed over for a promotion may target the successful candidate out of resentment, trying to prove the company made a mistake.
3. Deflecting Performance Management
This is the most common trigger. A manager attempts to address poor performance, and the employee retaliates with bullying allegations or aggressive behaviour to derail the process.
The Impact on Leaders
Because society expects leaders to be resilient, bullied managers often suffer in silence. They feel ashamed to admit they cannot “control” their staff.
The effects are severe:
- Psychological Injury: Anxiety, depression, and dreading work.
- Decision Paralysis: The manager becomes afraid to make decisions or give feedback for fear of retaliation.
- Turnover: Good leaders leave, while the toxic employees stay.
Strategies to Combat Upwards Bullying
Organizations must recognize that bullying flows in all directions. Whether you are in the CBD or dealing with a Geelong workplace bullying investigation, the principles of safety remain the same.
1. Valid Policies
Ensure your Code of Conduct explicitly states that bullying can be perpetrated by anyone, regardless of rank.
2. Support Your Managers
When a manager reports bullying, take it seriously. Do not dismiss it as “poor leadership skills.” Investigate the specific behaviours reported.
3. Independent Investigation
These cases are messy. The “bully” will often file a counter-complaint claiming harassment. To untangle this web, you usually need a broad Melbourne workplace investigation conducted by an independent third party.
This ensures you can distinguish between legitimate Performance Management (which is legal) and Bullying (which is not).
Conclusion
Upwards bullying is a serious WHS issue. It destroys leadership confidence and creates a toxic culture where the inmates run the asylum.
To combat this, you must create a culture where respect flows both ways. If a line is crossed, swift and impartial investigation is the only cure.
Is Your Management Team Under Attack?
Jolasers specializes in complex ‘upwards bullying’ investigations across Victoria.
Telephone: 0418 101 164 (Stephen Oliver)
Service Areas:
Melbourne Bullying Support | Geelong Investigations
Common Questions
Can a subordinate bully a boss?
Yes. Bullying is about power, not rank. A subordinate can use social power, knowledge hoarding, or aggressive refusal of instructions to bully a manager.
Is refusing to work bullying?
Refusing a lawful and reasonable direction is misconduct. If it is done repeatedly to undermine the manager’s authority or humiliate them, it can also constitute bullying.
How do I prove upwards bullying?
Document everything. Save emails where instructions are ignored. Note dates of aggressive outbursts. Witness statements from other team members are crucial.