People who work in offices often suffer from bullying behavior disguised as “management.”
The same person who is supposed to support and develop staff members can instead undermine, ignore, criticize, and humiliate them. Often, they don’t even realize they are doing it.
In our experience providing HR investigation services in Melbourne, we frequently find that the “bully” is simply a manager who lacks self-awareness.
We all have bad days, but these 5 habits can turn a bad manager into a legal liability. Here is how to spot them.
1. Ignoring Psychological Safety
The Bad Habit: You focus purely on KPIs and sales targets, ignoring the human element. You assume that if people are hitting targets, they are happy.
Why it leads to bullying:
When you ignore your employees’ needs, you view them as tools, not people. This leads to unrealistic demands and a lack of empathy when they struggle. Over time, this pressure can be perceived as intimidation.
2. Stifling Professional Growth
The Bad Habit: You hoard tasks because “it’s faster if I do it myself,” or you refuse to send staff to training because “we are too busy.”
Why it leads to bullying:
Denying an employee the chance to grow is a subtle form of exclusion. It signals that you don’t value their future. If you consistently block a specific employee’s progression while promoting others, this can be grounds to investigate bullying allegations regarding unfair treatment.
3. Weaponizing Communication
The Bad Habit: You withhold information, give silent treatment when annoyed, or deliver feedback only when things go wrong.
Why it leads to bullying:
Communication isn’t just talking; it’s about transparency. “Information withholding” is a classic bullying tactic. It sets employees up to fail because they don’t have the data they need to do their jobs.
4. Failing to Solve Problems (Negligence)
The Bad Habit: An employee comes to you with a workload issue, and you say, “Figure it out.”
Why it leads to bullying:
Managers have a duty of care. If you see an employee drowning and refuse to help, you are creating a psychosocial hazard. Leaving someone in a high-stress situation without support is a failure of leadership that can cause psychological injury.
5. Excluding Diverse Voices
The Bad Habit: You only listen to the loud, confident people in meetings (who usually look and think like you).
Why it leads to bullying:
Exclusion is bullying. If you consistently talk over quiet team members or ignore their input, you are creating a hostile environment. This is often where “in-groups” and “out-groups” form, which destroys team culture.
Conclusion: Are You a Bully or a Boss?
There is a fine line between a “tough boss” and a bully. In Australia, the law protects “Reasonable Management Action” (giving feedback, allocating work). However, when that action becomes unreasonable, repeated, or aggressive, it becomes bullying.
If you are worried that your management style—or that of your supervisors—has crossed the line, it might be time for an independent workplace inquiry to reset the culture.
Is Your Culture Toxic?
Bad management leads to high turnover and legal claims. Jolasers can help you identify and fix the root cause.
Telephone: 0418 101 164 (Stephen Oliver)
Service Areas:
HR Support | Bullying Investigations
Common Questions
What is ‘Reasonable Management Action’?
This is a defence against bullying claims. It means a manager can transfer, demote, discipline, or retrench an employee if the action is lawful, reasonable, and conducted in a fair manner.
Can a micromanager be a bully?
Yes. While checking work is normal, excessive scrutiny, constant criticism of minor details, and removing autonomy can be considered bullying if it is designed to intimidate.
How do I fix a toxic manager?
Often, they need coaching on soft skills. However, if their behaviour constitutes misconduct (e.g., aggression), you may need to initiate a formal investigation and disciplinary process.