Workplace Bullying: Signs, Effects, and How Leaders Should Respond

If you are a victim of bullying in the workplace, you are not alone. Research conducted by CIPD revealed that almost 50% of employees have let instances of bullying go, while only 29% discussed the situation with their manager. 

Bullying in the workplace does not only harm the individual experiencing it — it can also have serious consequences for an organisation, including reduced productivity, increased absenteeism, and poor employee morale. It is crucial for employers to take a zero-tolerance approach to workplace bullying, and it is the responsibility of management to address allegations promptly and effectively.

What Is Workplace Bullying?

Workplace bullying isn’t always obvious. In many cases, bullying at work can be subtle, persistent, and difficult to prove. Understanding the different forms it can take is the first step in preventing it.

Examples of Workplace Bullying

Some common examples of bullying in the workplace include:

• Constant criticism or unfair scrutiny
  
  
• Spreading rumours or gossip
  
  
• Exclusion, such as deliberately not inviting someone to meetings or workplace events
  
  
• Humiliating actions designed to undermine an individual
  
  
• Violence or physical intimidation – any form of violence in the workplace is considered bullying and is treated as a serious offence

The Effects of Workplace Bullying on Employees and Businesses

Workplace bullying can have a lasting impact on both employees and organisations. Leaders should be aware of the warning signs, which may include:

• Reduced productivity and performance
  
  
• Lower engagement and motivation
  
  
• Signs of stress, anxiety, or burnout
  
  
• Increased absenteeism and sick leave
  

A particularly strong indicator of bullying at work is when a previously engaged and high-performing employee suddenly becomes withdrawn, less productive, or frequently absent.

How Leaders Should Deal With Workplace Bullying

It is important for managers to take steps to deal with workplace bullying as soon as it becomes an issue. Workplace bullying which is not dealt with can lead to many other issues, both for the individual and the company. As a leader, these are some steps you can take to deal with workplace bullying.

Create a Clear Anti-Bullying Policy

Every organisation should have a formal anti-bullying policy in place. This policy should clearly outline:

• What constitutes workplace bullying
  
  
• The standards of acceptable behaviour
  
  
• How employees can report bullying
  
  
• The consequences of bullying at work
  

A strong policy reinforces that bullying will not be tolerated and provides a clear framework for handling complaints.

Be Perceptive

Your employees won’t always let you know about bullying in the workplace, as they may feel embarrassed or intimidated. It is important for a leader in the workplace to pay attention to the behaviour of their employees, and notice any changes. In this way, they can identify potential bullying in the workplace, and take action before it becomes a major issue.

Conduct a Fair and Thorough Investigation

If an allegation of workplace bullying is raised, it is essential to investigate the grievance promptly and impartially. Managers should:

• Gather evidence from all parties involved
  
  
• Speak with witnesses where appropriate
  
  
• Document findings carefully
  
  
• Avoid making assumptions or taking sides
  
  

A fair investigation helps protect both the employee raising the concern and the organisation.

At Inspired CVs, we support both employers and employees with a wide range of workplace issues, including bullying at work. If you would like guidance or support, contact us today to find out more. We also provide professional CVs, both traditional and graphically designed. You can order your CV here.