The ancient Chinese General Sun Tzu stated, "Know thy enemy and know yourself; in a hundred battles, you will never be defeated.” Are you a bully? Do you know what constitutes bullying? It’s more subtle than you think and more prevalent. You may be surprised that some of your actions may count as bullying behavior.
In 2014, the Centers for Disease Control and the Department of Education released the first federal definition of bullying. The definition includes three basic elements: unwanted aggressive behavior, observed or perceived power imbalance, and repetition or high likelihood of repetition of bullying behaviors.
UNICEF breaks the definition down to three easy words: intent, repetition, and power. A bully intends to cause a painful reaction, either through physical harm or hurtful words. Tripping, pushing, and pinching are obvious, but name-calling or teasing can be just as painful.
A Bully Is An Abuser
Finally, bullies and victims don’t perceive each other as equals. Bullying is an abuse of power coming from age, size, money, popularity status or position.
Bullying is more common and often more obvious when you apply the definition. Are you a bully? Think about your workplace. Do you have a nickname for a colleague that refers to an embarrassing or painful experience? Do you use it every time you see them? Are you higher up in the workplace food chain through seniority or job title? You’re not being funny, you’re being a bully.
Office bullying is a real problem. According to the Harvard Business Review, an estimated 48.6 million Americans are bullied at work. That’s around 30% of the workforce! It affects not just the workers’ mental well-being but also their job performance, impacting the business's bottom line. They assert that one toxic worker can negate the accomplishments of two highly performing employees!
Humiliating someone in a meeting, spreading rumors, sabotaging projects, using belittling nicknames, hiding supplies or equipment, lying to get someone fired or demoted are all forms of workplace bullying.
How do you provide a safe environment for workers? Prevention is key, from the smallest mom and pop companies to huge manufacturers and business corporations.
TriNet, a provider of human resources for small and medium-sized businesses, offers "10 Tips to Help Prevent Bullying in the Workplace."
It starts from the top down. First, a formal anti-bullying policy should be created that promises employees their allegations will be taken seriously with a thorough investigation and clear procedures and real consequences to the perpetrator. Then, engaging managers and supervisors and training them on how to recognize and respond to bullying while leading by example. They suggest a good general rule, "praise in public and discipline in private." As a manager, you set the tone for how your team operates. Acknowledge team players to encourage the kind of workplace behavior you want to provide. Recognize and reward employees who go out of their way to help colleagues or show exemplary teamwork.
Remember, always consult your HR services provider before drafting a policy and make sure that you’re compliant with any applicable federal, state and local laws.
Are you being bullied at work? Workplace bullying can damage your sense of mental stability, damage your overall well-being, and increase job turnover. Making it worse, giving in to or tolerating a bully only allows them to continue practicing toxic behaviors.
Indeed, a global job matching and hiring platform, offers simple advice. Ask them to stop. Be polite and professional, give specific examples of bullying behavior and ask them to stop. Believe it or not, bullies don’t always recognize their actions to be harmful.
You may choose to report it to your Human Resources representative. Note when and what happened, keep copies of comments made through email or other documents, write down any verbal or physical incidents as soon as they happen, and submit them to HR.
Finally, stay away. Limit your time spent with the workplace bully as much as possible. Move seats, eat at your desk, and develop a circle of co-workers as a protective barrier. Consult with your HR representative for additional accommodations. Addressing a bully takes courage, but stepping up and speaking out can give you back control of your well-being and work environment.
