Last updated on March 5th, 2024

Workplace violence definitely grabs headlines. A piece at Forbes.com detailed the signs of workplace violence – and how to de-escalate the situation when someone becomes threatening or irrational. Most of us try to put such possibilities out of our minds. And although horrific events occasionally do happen at work, more often it’s workplace bullying (which is more commonplace than you would think) that affects workers day to day. This may not make the news and yet the consequences are huge.

Workplace bullying devastates individuals’ lives. This cannot be overstated. Many workers spend years in therapy dealing with symptoms of post-traumatic stress related to bullying behavior at work.

Bullying also negatively impacts the organizations in which these incidents take place.

Here Are a Few of the Damaging Effects of Workplace Bullying

• Absenteeism
• Loss of work productivity
• Staff turnover
• Negative publicity
• Legal problems
• Workers’ compensation and disability claims

Shockingly – according to the United States Department of Labor – one-quarter to one-third of workers (women and men) reported that they’ve been bullied at work.

The most common workplace bully? Unfortunately, but not surprisingly, the boss.

While nothing can totally prevent workplace bullying, creating an organizational culture that supports positive regard is a key step that must start at the top. When employees feel valued – productivity rises and the likelihood of workplace bullying decreases.

Tips to Help Curtail Workplace Bullying in Your Organization

• Tip #1 – Demonstrate by example treating others with regard. Steve Jobs was enormously successful and a creative genius. However, he was successful despite his management style and was a terrible role model. If your goal is to create a safe environment where employees can thrive and develop, this behavior must be modeled at the very top of the organization.
• Tip #2 – Develop explicit organizational policies about workplace bullying. When policy breaches occur, prompt action is essential. However, this does not mean “zero tolerance.”  Zero tolerance implies that no employee can make even a single mistake or be given any opportunity to improve. Frankly, many studies on workplace bullying have found “zero tolerance policies” counterproductive to the goal of decreasing bullying.
• Tip #3 – Encourage conversations within groups and committees. Every employee – on all levels –  should feel that their voice is heard and respected. Too often, employees are afraid to truly speak their minds – especially with the boss present. This silence can contribute to a squelching of the very creativity essential to the success of any organization. It also frequently leads to a drain of talent as targeted individuals and individuals who witness such behavior often leave the company.

Of course, these tips are just the beginning of the conversation. We’d appreciate hearing your perspective on how to minimize workplace bullying. If you have specific questions on this topic, we’ll immediately respond.