Tag Archives: Anti-Bullying

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5 More Subtle Signs of Workplace Bullying

You may not think of your office as a place where bullying occurs, but believe it or not, this kind of interpersonal conflict happens in places other than just the schoolyard.

In fact,

research has shown that as many as 1 in 4 people report that they have experienced workplace bullying firsthand.

Unfortunately, workplace bullying often goes under the radar. Why? First of all, it’s not always as obvious as the overt name-calling, shoving, and teasing that we have come to associate with made-for-TV bullies. Secondly, bullying can be embarrassing: a team member who is being bullied may not want to talk about it for fear of looking weak. He or she may also feel pressure to avoid ‘dobbing in’ a coworker, or becoming the target of the bully if they step in on someone’s behalf.

But workplace bullying can and should be addressed by managers in any business or company. In the work environment, bullying tends to be a long, slow, and progressive process, whereby the perpetrator emotionally and psychologically manipulates his or her target over time. This can lead to serious problems with an overall workplace environment and may even contribute to lost productivity, increased errors, and other issues that are common with a distracted and unhappy team member (not to mention a worst-case scenario in which companies are held legally liable for failing to protect an employee against bullying).

Are you a psychologically safe manager? Take the self-assessment to find out.

5-More-Subtle-Signs-of-Workplace-Bullying

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So, the first step in putting an end to workplace bullying in your company is to learn how to tell if, when, and where it’s happening. Here are 5 subtle signals that your workplace environment may be home to some bullying:

  1. Frequent use of the blame game.

Is there a person on your team who seems to always have an excuse for his or her performance? Does he or she frequently point fingers at someone else, using another person as a scapegoat? Responsibility has to lie somewhere: if someone is unwilling to take personal responsibility for their own actions or inactions, then chances are they’re attempting to unfairly shift that responsibility to someone else.

  1. Minimising the thoughts, contributions, and feelings of others.

Having a patronising attitude toward someone is a subtle way of putting that person down and making him or her feel victimised. A team member who appears to make fun of, minimise, undermine, or discredit someone’s ideas or needs (especially on a consistent basis) could be bullying. They may laugh derisively at someone’s thoughts or ideas; or physically disengage in communication by turning away and changing topic drastically.

  1. Deceit and dishonesty.

We all tell white lies from time to time. But if a person has a pattern of frequently lying, raising false hopes, or saying they’ll do something and then failing to follow through, then this could be a sign that he or she is trying to take advantage of the people around him or her.

  1. Intentional isolation by way of ignoring or excluding someone.

A sensation of “us versus them” can be seriously detrimental to the health and unity of a company. Team members may achieve this by purposefully not inviting someone to a work event or failing to include them in pertinent discussions, meetings, or projects. Purposefully underusing a team member or persistently delegating undesirable tasks to him or her (especially if they fall within many people’s job descriptions) can also be seen as an attempt for separation.

An example of this is, ‘ghosting’, where the bully will ignore a team member’s attempts to communicate for legitimate work reasons, while they acknowledge other people’s communication that they consider more important. While this practice is, unfortunately, widely tolerated in Australia, it is, nonetheless, damaging.

  1. Excessive flattery.

Going overboard on compliments and flattery is disingenuous at best; at worst it can be a form of manipulation, persuading the target to check for the flatterer’s approval on any decisions or action. It can also be used as a prelude to more overt bullying, encouraging a person let their guard down, therefore becoming easier to manipulate.

The best bullies tend to be very smooth operators, able to hide their bullying well, and will leave just enough wiggle room to claim their good intentions are being misconstrued, in the event they’re called out. The best defense against bullies is education and awareness. When people are aware of the signs, it becomes harder for the bully to operate freely.

Keep in mind that workplace bullying can happen at any level and in any direction within your company. Everyone, from senior level executives all the way to the newest team members should be held to the same standards that are necessary to create a positive and healthy work environment.

To your mental health,

– Peter Diaz

Author: Peter Diaz

Peter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

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Mental Stigma And Stress In The Workplace: Employers Need To Pay Attention To Workplace Stress Factors

Why employers should manage the mental health of the workplace

Employees undergoing mental distress affect most, if not all, organisations. This trend explains why people often take a day or two off work. To make matters worse, many individuals often experience anxiety when faced with the thought of confronting and discussing the subject because mental health continuous to be a taboo subject. Promoting mental health at work is beneficial to all parties involved including the supervisors because poor mental health will ultimately affect corporate productivity levels and, with it, the bottom line.

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Although companies are bound by law to protect the physical and psychological well-being of their employees, they often lack specific guidance as to how to go about improving and protecting employee health. Issues in the workplace that impact on the mental stability of an employee include:

  1. Stigma or any form of discrimination
  2. Professional burnout
  3. Substance abuse
  4. Bullying and abuse in the workplace

When the mental health of employees is secured in the workplace, it means that the employers care for their employees and that they are interested in promoting their wellbeing. One of the best ways to safeguard the mental health of employees is to eliminate or handle negligent and reckless behavior that may add to an employee’s stress level. Another way to promote the mental stability and safety of employees is by eliminating anything that induces chronic anxiety and excessive fear among employees.

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Expert insights and tips on how to build resilient and mentally healthy workplace cultures delivered straight to your inbox each month.

The process of safeguarding people’s mental health at work should be initiated by top executives. Employers must take active steps to improve their workplace culture as the culture is often a triggering factor for inducing stress among employees. Alternatively, companies can also create comprehensive strategies aimed at promoting mental wellness. Procedures should include initiatives and policies that promote psychological safety.

Employers are advised to consult their employees before developing strategies aimed at protecting their mental health. The end result of well-formulated policies is a progressive workplace where the employees are encouraged to empower themselves. Comprehensive strategies that are implemented properly will automatically improve productivity levels significantly. Other advantages of improving employee mental health at work (in addition please read our discussion paper – Silent Expectations) include:

  • Levels of creativity are improved, which also improves their level of engagement.
  • Encourages employee retention and low turnover.
  • Drastically improves employee satisfactions and morale.
  • Opens the lines of communication between subordinates and supervisors.
  • Improves the levels of recruitment for your organization.
  • Reduces the culture of absenteeism and promotes increased attendance.
  • Reduces workplace injuries
  • It cuts down the amount of grievances that come up at the workplace.

Too many employees suffer in silence due to poor mental health at work, and it is the responsibility of business leaders to take steps to improve the situation.

Are you a psychologically safe manager? Take the self assessment to find out.

Author: Peter Diaz

Peter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organisations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.

Connect with Peter Diaz on:
Facebook-logo Podcast Icon LinkedIN-logo