Bullying has become a hot topic in recent years and cases are beginning to be taken a lot more seriously with the recognition that it is no longer an issue experienced only in the school playground. For example, the BBC’s Respect at Work review (May, 2013) and the Britain’s got Bullies event (June, 2013) demonstrate open commitments to tackle bullying.
Recent research has found that managers, who engage in bullying behaviour, for example publicly criticising and humiliating their victims, are also having an impact on how other employees feel at work through vicarious abusive supervision. This kind of behaviour from managers often develops as a result of their stress being taken out on others, creating the image of a domineering, tyrannical manager of whom employees become fearful. This has now become an escalating problem.
It’s not only managers that can display negative behaviour at work; many bullying incidents involve hostile and intimidating co-workers who can turn a fellow colleague’s life into a nightmare. A negative and uncomfortable work atmosphere like this is not only difficult to live with, but even more difficult to come out of. A culture of fear and vulnerability becomes the norm and bullies continue to bully when there is no-one to stop them. Victims of bullying accept this as ‘the way things are’ and it becomes an untenable situation – reluctance to leave one’s job due to depending on it for a living, but fearing being labelled a ‘whistle-blower’ if instances of harassment are reported.
It may also be the case that managers are not equipped with the right skills to be able to deal with bullying issues which can lead to complaints being ‘swept under the carpet’ as was noted in the BBC bullying inquiry. Research has indicated that this may be a key reason why bullying issues are overlooked and continue to exist. Using emotional intelligence enables individuals to be better equipped to recognise signs of negative behaviour early on before it becomes more difficult to combat.
Ultimately, negative behaviours will prevail if there is no end to it and this can lead to a number of difficulties for everyone involved. The key to solving problems lies with identifying the real and underlying issues. It is only after this, that a strategy can be devised for interventions to tackle a work environment where people are anxious, afraid and feel they are walking on eggshells.
Bullying comes in many forms, some more subtle than others. The following bullet points highlight some signs of bullying and possible actions. You will be able to identify if you have experienced any of these behaviours and if so, how often. It is also worthwhile to be mindful of your own behaviour as you may not be aware of the effects it can have on others around you.
Signs of Bullying:
• Insulting/criticising/humiliating in public
• Shouting/swearing at others
• Threatening others
• Punishment without reason
• Spreading rumours or back-biting
• Physical abuse
• Sabotaging the work of others
• Setting unrealistic deadlines
• Inhibiting personal development or promotion
• Deliberately withholding important information
Actions:
• Start by keeping a detailed diary of incidents where you felt you you were mistreated
• Keep any evidence of abuse i.e. emails, letters
• Check if any co-workers are experiencing similar behaviour
• Report the incident(s) to your supervisor/HR department
• Seek further help (i.e. from an outside party) if you feel the situation has escalated
Not only do victims of bullying suffer from a number of symptoms, (e.g. stress, anxiety, loss of confidence) there are also problematic effects on the organisation. Decreased morale and motivation results in a less productive workforce and increased absenteeism imposes strain on other employees. This culminates in amplified costs for the organisation – so it is incredibly important to address issues of negative behaviour and bullying sooner rather than later.
Due to the sensitivity of the matter, confidentiality and anonymity are essential for people to have confidence in tackling bullying before the process begins. This will instigate openness and honesty and will be the first step to curing bullying at work to enable and sustain a positive change for happy, healthy and productive employees.
If you feel you have personally experienced bullying or have seen such behaviour displayed in your work environment, please contact your Trade Union representative or HR Department, they may ask us to assist you. There are a number of ways we can help (e.g. investigations, mediation) which will start with a diagnosis of the underlying problems so we know where to begin to support you and your colleagues.