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CartWorkplace bullying, a pervasive issue that transcends industries and job roles, is no stranger to the realm of Information Technology. With the increasing complexity and pressure in IT roles, instances of bullying are on the rise. CIOs, IT managers, and MSP owners need to know how to deal with a bully at work, including how to identify, confront, and overcome bullying in the workplace. Unaddressed, bullying can create a hostile work environment and a toxic workplace. As an IT leader, you must foster a safe and supportive work environment for all employees.
Establishing and Documenting Policies Concerning Bullying
Your organization must have documented policies in place concerning expectations about employee behavior, including bullying. That’s the first step in creating a safe, inclusive, and productive work environment. Bullying, whether it’s physical, verbal, or psychological, can have severe consequences for both employees and the organization as a whole. BullyFreeAtWork.com has an excellent article on how to create a workplace bullying policy at this link.
Understanding Workplace Bullying
Definition of Workplace Bullying
Workplace bullying is the pervasive, consistent maltreatment by an individual or group that negatively impacts the targeted individual or group. It includes a spectrum of bad behaviors, such as verbal criticism, personal attacks, humiliation, exclusion, and more. Anyone can be a perpetrator or victim of bullying, regardless of their role or position in the organization.
Signs of Bullying
Recognizing bullying can sometimes be difficult due to its subtle nature. However, multiple red flags indicate bullying behavior:
- Constant criticism, belittling remarks, or false accusations of mistakes
- Deliberate isolation, exclusion, or ignoring someone
- Unfairly changing someone’s responsibilities or setting unattainable targets
- Aggressive communication, including verbal abuse and aggressive body language
- Physical abuse
The Pervasiveness of Workplace Bullies
Workplace bullying is more common than you might think. Studies indicate that nearly one-third of workers have directly experienced bullying. The most common perpetrators are managers, but peers or even subordinates can also be bullies. That, alone, underscores the importance of knowing how to deal with a bully at work.
The Impact of Bullying on the Individual
Workplace bullying has severe repercussions on the physical and mental health of the victim. It can lead to stress, anxiety, depression, sleep disturbances, and even post-traumatic stress disorder (PTSD). Moreover, bullying can impact the victim’s job performance, leading to lower productivity, trouble making decisions, and loss of self-esteem.
The Consequences for the Organization
Workplace bullying is a toxic behavior that doesn’t just harm the individual; it also impacts the organization as a whole. This negative behavior leads to poor team dynamics, low morale, high turnover rates, and decreased productivity2. Furthermore, bullying can tarnish the organization’s reputation, making it harder to attract and retain top talent5.
The Legal Aspect of Workplace Bullying
Although bullying itself is not illegal, it can cross the line into harassment, which is illegal under the Equality Act 20105. Harassment is unwanted conduct related to protected characteristics, such as age, sex, race, religion, disability, etc., that violates an individual’s dignity or creates a hostile environment. Bullying can lead to a formal complaint or legal action.
Steps for How to Deal with a Bully at Work
For Managers
As an IT manager or a CIO, you play a crucial role in addressing and preventing workplace bullying. Work to create a bully-free workplace.
Here are some things you can say to someone who bullies others (or is accused of bullying others:
State the problem. “You’ve been accused of X behavior. Is that true?”
Fairness. “I’d like to hear your perspective on what happened.”
The company’s view on bullying. “Our organization has strict policies against workplace bullying. It’s important that we all treat each other with dignity, respect, and professionalism.” This would also be a good time to review how the company defines bullying.
Impact on others. “Bullying can have serious consequences for the people involved. I want you to understand how your actions affect your coworkers and the workplace in general.”
Expectations. “As your manager, I expect you to treat your coworkers with respect and kindness. This behavior is not aligned with our company’s values.”
Action Plan. “Let’s work together to find a solution. What steps can we take to improve your interactions with your coworkers and ensure a more positive work environment?”
Consequences. “If this behavior continues, there may be disciplinary actions, up to and including termination, as outlined in our company policies.”
Support. “If you’re facing any challenges that contribute to this behavior, please let me know. We can explore resources or support options to help you address them.”
Follow-up. “After our discussion, I will follow up with you regularly to monitor your progress and ensure that the workplace environment improves.”
Foster a culture of respect and openness in the workplace. Fostering a culture of respect and openness in the workplace is crucial for creating a positive and productive work environment. As an IT leader, you can achieve this by prioritizing mental health, encouraging open communication, and leading by example. Understand that mental health affects productivity, so work to create a safe space for employees to discuss their problems. Hold regular meetings to discuss mental health, send weekly emails, and put information on notice boards to underscore your commitment to mental health. Additionally, you should be willing to share your vulnerabilities with others. Encouraging diversity, transparency, and open communication among team members can also help foster mutual respect.
Establish a zero-tolerance policy against bullying and ensure all employees are aware of it. The first step is to create a clear and concise policy that outlines what constitutes bullying and the consequences of such behavior. The policy should be communicated to all employees, and they should be encouraged to report any incidents of bullying. Managers should also be trained to recognize and address bullying behavior. It’s important to investigate all reports of bullying and take appropriate action. Finally, it’s essential to create a culture of respect and openness in the workplace, where employees feel comfortable reporting incidents of bullying without fear of retaliation
For Employees
If you’re a victim of bullying, you can take several steps to address the issue:
Speak to the bully (if you feel safe doing so) and express your feelings about their behavior. Speaking to a bully at work can be daunting, but it’s important to address the issue to create a safe and healthy work environment. The first step is to remain calm and composed. It’s important to be assertive and direct while communicating with the bully. Start by stating the problem, then the consequences, and finally a solution. If you don’t feel comfortable talking to the person directly, you could approach your HR department. It’s essential to document all incidents of bullying and report them to your manager or HR department. Include the date, time, location, and details of any bullying incidents.
Here are two examples of what you might say to the bully: “I try to treat everyone with dignity, respect, and professionalism, including you. I expect to be treated that way, too.” or “I feel uncomfortable when you speak to me that way.” Notice that both statements are “I” statements.
Make an official complaint. Making an official complaint about bullying at work can be a difficult decision to make. Some of the cons of making an official complaint include the possibility of retaliation from the bully, which can lead to a hostile work environment. Additionally, the complaint process can be time-consuming and stressful, and there is no guarantee that the outcome will be favorable. It’s important to note that if the complaint is not handled properly, it can lead to further harassment and discrimination.
However, there are also pros to making an official complaint. By reporting bullying, you are taking a stand against unacceptable behavior and creating a safer work environment for yourself and others. It can also help to prevent future incidents of bullying by holding the bully accountable for their actions. Additionally, if the complaint is handled properly, it can lead to a resolution that benefits everyone involved.
If you’re unsure about making a complaint, consider seeking advice from an HR professional. They can provide guidance on how to proceed and what your options are. You can also consider seeking legal counsel.
The Role of Bystanders
Bystanders, individuals who witness it, also have a role in dealing with bullying. They can provide support to victims of workplace bullying, report the incident to management, and discourage bullying behavior by not participating or validating it.
Future Bullying Prevention
Play by the book. Follow workplace policies and procedures strictly. That may not make you the most popular person at work, but it will lead to people, including bullies, respecting you. When others know that you play by the rules, they’re less likely to violate rules themselves.
Research potential new workplaces. To avoid bullying in future jobs, research the company’s workplace culture and policies related to bullying before joining. During interviews, ask about the organizational culture and how they handle workplace bullying.
The Need for Workplace Bullying Training
Workplace bullying training can equip employees and managers with the knowledge and tools to identify and address bullying effectively. Such training should include information on recognizing bullying, understanding its impact, and knowing the steps to take when bullying occurs.
Workplace bullying is a critical issue that requires prompt attention and action. By understanding what bullying looks like, its effects, and how to address it, CIOs, IT managers, and MSP owners can foster a safe, respectful, and productive work environment.
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