Workplace Bullying

Workplace Bullying – Definition

Workplace bullying is defined as repeated, harmful treatment of an individual by a coworker or a group of coworkers, aimed at undermining their performance. This can include actions such as insulting, belittling, humiliating, or intimidating the person.

Workplace bullying is also described as persistent and prolonged harassment or intimidation directed at or involving an employee, resulting in a decreased sense of professional worth. It can cause or aim to humiliate, ridicule, isolate, or exclude the employee from the team.

Anyone within an organization can be a bully: a supervisor, subordinate, or coworker, particularly those who exhibit excessive control over others.

Examples of Bullying Behaviors

Bullying behavior can occur at any level within an organization. While some actions happen in the presence of coworkers, clients, or contractors, many escalate when the bullied individual is alone with the bully. Common examples of bullying behaviors include:

• Intentional insults and engaging in derogatory conversations about the person, especially when they are not present.
• Mocking, teasing, or humiliating someone in front of others.
• Isolating the person from opportunities, information, or interactions with others.
• Excluding the individual from team activities and social events.
• Sending aggressive emails or notes.
• Constantly undermining the person's authority, sabotaging their work, and highlighting mistakes.
• Unfair criticism of their actions or behavior.
• Excessive control and exerting unhealthy pressure.
• Blaming the person for mistakes they didn’t make.
• Setting unrealistic demands, imposing impossible deadlines, or overloading them with tasks.
• Not recognizing achievements or downplaying them publicly.
• Stealing credit for their work.
• Hostile gestures like intimidating stares, particularly when no witnesses are around.
• Raising voices, shouting, or using vulgar language toward the individual.
• Creating a tense and stressful atmosphere.

What Is Not Workplace Bullying?

Not every unpleasant or difficult situation qualifies as workplace bullying. For behavior to be considered bullying, it must be persistent and prolonged, causing the victim to feel devalued, isolated, or excluded from the team. Actions that do not fall under the definition of bullying include:

❌ Constructive criticism aimed at improving the quality of work.

❌ Enforcing job duties and ensuring adherence to company policies.

❌ A single conflict or inappropriate behavior that occurs incidentally.

❌ Evaluations, disciplinary conversations, or terminations that are lawful and part of employee management processes.

How HR Can Address Workplace Bullying and Support Victims

The HR department plays a crucial role in preventing, identifying, and responding to workplace bullying. It also provides support for employees who are being bullied. Here are some steps HR can take:

✅ Establish and implement anti-bullying policies that clearly outline unacceptable behaviors and the consequences for perpetrators. HR should be well-versed in local laws regarding workplace bullying to take appropriate legal actions if necessary.

✅ Conduct regular training sessions for employees and management to recognize bullying behaviors and encourage reporting. Training on building healthy team relationships and managing difficult situations is also beneficial.

✅ Create clear reporting channels for bullying incidents and tools that ensure anonymity and safety for employees.

✅ Foster a supportive and trusting culture by being accessible to employees in a discreet and approachable manner. Conversations about bullying should always be conducted confidentially to ensure the victim feels safe.

✅ Respond immediately to bullying reports with accuracy and impartiality. HR professionals should know how to direct the victim to specialists for appropriate support and protect them from retaliation by the bully or coworkers.

✅ Take corrective actions and enforce disciplinary measures against workplace bullies, which may range from warnings to termination of employment.

✅ Monitor the workplace environment regularly through employee mood surveys and engagement questionnaires to detect early signs of bullying.

How to Handle Bullying at Work as an Employee

Employees who experience workplace bullying can take the following actions:

• Address the bully coworker directly, explaining in a calm and professional manner that their behavior is unacceptable. Often, this confrontation may stop the bullying, as perpetrators are not always aware of the harm they cause.
• Report the situation to a supervisor, the next level in the organizational hierarchy, or HR. If internal efforts don’t work, the employee can escalate the matter to the Labor Inspectorate or file a lawsuit in labor court.
• Keep a detailed record of the incidents, including dates, times, locations, what was said or done, and who witnessed the events.
• Gather evidence that supports their claims, such as work logs, audit reports, or other documentation that disproves false accusations.
• Seek psychological support if needed.

📌 Keep in mind that if you witness someone being bullied, offer support and inform your supervisor or HR department. Victims of bullying often don’t have the courage to report it themselves and need help to break free from the bully.