“My boss is a bully.”
This is a phrase many employees can relate to, yet workplace bullying remains a silent epidemic in many organisations. Despite movements like #MeToo and the growing focus on diversity, equity, and inclusion, bullying persists in overt and subtle forms, creating toxic environments and leaving lasting scars on individuals and teams alike.
Bullying in the workplace manifests in various ways, from authoritarian management styles to systemic pressures embedded in organisational culture. It is not limited to shouting or overt aggression. Subtle forms, such as exclusion, unreasonable deadlines, or undermining an individual’s work, are equally harmful.
Bullying in the workplace has profound psychological, emotional, and professional consequences. Victims often report feelings of anxiety, depression, and helplessness, which can lead to burnout, absenteeism, and high employee turnover. According to a 2023 report by the Workplace Bullying Institute (WBI), 30% of employees experience bullying directly, and 19% witness it happening to others. These statistics reveal the pervasive nature of the issue.
The organisational costs are equally significant. Toxic workplaces see reduced productivity, lower morale, and damage to employer branding. A Gallup study found that 70% of workplace engagement is influenced by managers, underscoring the impact that leadership behaviour has on employees’ well-being. Personal vs. Systemic Bullying
One of the challenges in addressing workplace bullying is distinguishing between personal and systemic bullying. Personal bullying involves direct harassment or aggression from an individual, such as a manager or colleague. These cases, while distressing, are often easier to identify and address through feedback mechanisms or HR intervention.
Systemic bullying, however, is more insidious. It stems from organisational norms and expectations that create undue pressure on employees. For example, rigid dress codes, expectations of 24/7 availability, or unspoken rules about working late can all contribute to a toxic environment. Unlike personal bullying, systemic bullying lacks a clear perpetrator, making it harder to confront and resolve.
Recognising bullying is the first step toward addressing it. Awareness involves identifying the behaviours or cultural norms contributing to a toxic environment. Questions to consider include:
Are there unreasonable expectations around work hours or deadlines?
Are employees being micromanaged or publicly criticised?
Is there a culture of exclusion or favouritism?
Answering these questions can help individuals and organisations uncover the root causes of bullying and take steps to address them.
Options for employees experiencing bullying may vary depending on the organisational context. In environments with feedback mechanisms, victims can document incidents and report them to HR or a trusted authority. However, in cases where the bully is an entrepreneur or a senior leader or where the organisational culture is complicit, the situation becomes more challenging.
In India, where hierarchical structures and long working hours are often equated with success, standing up to bullying can feel risky. Employees may fear retaliation or be labelled as “unfit” for the job. However, exploring alternative opportunities is a viable option. The Indian job market offers diverse avenues, and individuals prioritising mental health and work-life balance can seek roles in organisations that align with their values.
Cultural and economic factors influence workplace bullying in India. The emphasis on hard work, deference to authority, and competitive job markets often leads employees to tolerate toxic behaviours. However, the global exposure many Indians gain by working abroad has begun to shift perspectives. In countries with stronger labour protections and work-life balance norms, Indian professionals often experience healthier workplace cultures. This contrast highlights the need for cultural and systemic changes within India.
Organizations play a crucial role in preventing and addressing bullying. Some effective strategies include clearly defining and communicating anti-bullying policies, implementing mechanisms for reporting and addressing complaints and holding regular training sessions to help employees and managers recognise bullying behaviours and understand their impact. Encouraging open dialogue and fostering inclusive cultures can empower employees to voice concerns without fear of retaliation. Managers and leaders must also model respectful behaviour and be held accountable for creating a positive work environment.
“Workplace bullying is not just an HR issue; it’s also a leadership issue,” says Dr. Gary Namie, co-founder of the Workplace Bullying Institute. “Leaders set the tone for organisational culture, and their behaviour can perpetuate or prevent bullying.”
Similarly, Indian psychologist Dr. Rajat Mitra emphasises the need for cultural change. In India, we often normalise long hours and authoritarian leadership as part of the job. Challenging these norms requires collective action and a shift in perspective. While systemic change is crucial, individuals can also take steps to build resilience and protect themselves from the effects of bullying.
Strategies include:
Seeking Support: Talking to trusted colleagues, mentors, or mental health professionals can provide perspective and guidance.
Setting Boundaries: Communicating limits around work hours and responsibilities can help mitigate stress.
Exploring Alternatives: Staying in a toxic environment is not the only option. Seeking organisational roles prioritising employee well-being can lead to a healthier work experience.
Workplace bullying is a complex issue with no one-size-fits-all solution. Addressing it requires individual awareness, organisational commitment, and societal change. We can create workplaces where every employee feels valued and respected by fostering empathy, accountability, and open communication.
As the saying goes, “Culture eats strategy for breakfast.” Organisations that prioritise a culture of respect and inclusion will see happier employees and achieve greater long-term success. For individuals, recognising the signs of bullying and taking proactive steps can be the first step toward reclaiming their well-being and professional satisfaction.
Share this post