On average, people work a 40-hour week, five-days-a-week and at times even more. Therefore, it is imperative for overall wellbeing that employees spend time working in a safe, supportive, and productive environment. A stressful work environment where one feels unsafe and uncertain, will certainly have a negative impact, not only with work performance, but also on our mental and physical health.
Though there are various stressors people experience, such as large workloads and deadlines, the most damaging is workplace bullying. When people hear the word bully or the term bullying, they usually connect this with their school years and negative school experiences. However, bullying is not only a ‘kid thing’ or regulated to school years – it is also pervasive within the workplace, and rather than the kids from your past – the perpetrators are other adults.
Workplace bullying is often prevalent in organisations where employees and managers feel they have the support, or at least the absolute approval, of senior managers to continue their abusive and bullying behaviours.
Examples of workplace bullying behaviours are threatening of professional status, harassment (verbal or sexual), belittling opinions, public and professional humiliation, accusations regarding lack of effort, threatening personal standing – such as termination, undermining integrity, innuendos, sarcasm, inappropriate jokes, teasing and insults.
What are the factors that create a bully boss?
While these are neither excuses, nor justifications, those who are prone to bullying are being bullied by their own bosses with these behaviours spilling over the relationships with their direct employees. Often, these managers lack professional training and education in conflict resolution. They have deficiencies within their social and people skills; and cannot respond appropriately when corrective action is necessary.
There are also instances where there is no direct link to their supervisory skills or knowledge as there are situations where bully bosses may have a history of family abuse, while others have little ability to manage their emotions.
Typically, bully bosses target those employees who appear more passive or vulnerable i.e., employees more susceptible to bullying are those who are more inactive and present difficulty advocating for themselves. Particularly those who have poor self-esteem, lack confidence in their own abilities, have a history of childhood bullying, or are bullied in their personal lives.
Comparably, bullying is not always between the employer and employee. In addition to supervisor/subordinate bullying, bullying behaviours often occur between colleagues where there is either the target or perpetrator. When workplace bullying occurs among the co-workers, witnesses will typically choose sides, either with the target or the perpetrator. Perpetrators usually “win” since witnesses do not want to be the next target. This results in creating a culture of fear in the workplace.
When co-workers bully, it often is in the form of verbal harassment “joke telling”, isolation, exclusion, rumour spreading, and cyberbullying (e.g., harassment through emails and on social media).
Whether it is from a boss or a colleague, these are horribly abusive behaviours, which will certainly result in severe psychological distress for the target. Workplace bullying can lead to serious psychological problems such as anxiety, depression, anger, aggression, low self-esteem, suicidal thoughts/plan/intent, and lasting effects of trauma, such as Post Traumatic Stress Disorder (PTSD).
Workplace bullying will also adversely affect physical health, creating such maladies such as severe headaches, nausea, chest pain, weight gain/loss, oversleeping or insomnia.
In addition, workplace bullying negatively impacts an organisation both fiscally and reputations. Workplace bullying will negatively impact the company itself; it can result in missed workdays, reduced productivity at work, increased turnover, disability claims, grievances, and lawsuits.
When an organisation takes steps to address workplace bullying, it not only protects the employees, but also the company itself.
What can a person do if they find themselves the victim of a workplace bully/bullies?
Whether it be a bully boss or a co-worker(s), first, regain control by taking actions even if you are experiencing feelings of helplessness and fear, it is imperative to seek out support. Speak to your human resources representative and submit a formal complaint.
Keep a diary detailing the nature of the bullying (e.g., dates, times, places, what was said or done and who was present). Obtain copies of harassing/bullying paper trails; hold on to copies of documents that contradict the bully’s accusations against you (e.g., time sheets, audit reports). A paper trail will help with your case.
Furthermore, it is important to identify natural support such as friends, family, or a support group. Reach out to other co-workers who you believe may be in a comparable situation. There is often power in numbers.
In summation, workplace bullying can result in serious psychological trauma leaving internal wounds and feelings of shame. However, returning to a normal life is possible, but requires a process of working through the course of events experienced.
It is important to find a mental health professional, such as a psychiatrist, psychologist, or mental health counsellor who can help you recognise and overcome the adverse effects of these traumatic experiences and support you in developing healthy coping mechanisms and regaining your confidence and self-esteem to help you create a safer and further productive environment.
Carolyn Yaffe, psychotherapist, Medcare Camali Mental Health Clinic
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