Workplace bullying is a serious issue that is increasingly prevalent in the United States and across the globe. How does workplace bullying start, and what can you do to stop it?
Workplace bullying often begins as isolated incidents but can evolve and eventually become ingrained in the organizational culture if not addressed. Understanding this cycle is crucial for recognizing and intervening in bullying behaviors before they become entrenched.
Initiation
Bullying often begins with subtle behaviors or minor incidents when a person in the workplace initiates harm against another. This can include microaggressions, offhand comments, or small acts of exclusion. These initial behaviors might be overlooked or dismissed as harmless.
Escalation
If the initial behaviors are not addressed, they can escalate. As a result, the bully becomes emboldened, given the green light to escalate their behavior. This escalation causes the bully to become more brazen, and the frequency and severity of the bullying incidents may increase. A bully might spread lies, gaslight, and work to develop relationships with people in power to further their agenda.
Normalization
Bullying continues, changing the norms and values in the organization to one where bullying becomes normalized. Over time, repeated bullying behaviors can become accepted within the organization. Colleagues and bystanders start to view these behaviors as part of everyday work life. They may make calculated decisions about how to survive in a bullying environment and advance in their careers, often becoming complicit or even engaging in bullying themselves.
Entrenchment
As bullying behaviors become entrenched, they shape the organizational culture. Values and norms begin to support and perpetuate bullying, solidifying the roles of bully, bystander, and recipient. New employees are socialized into this culture, further reinforcing the cycle. When a bully leaves the work environment, others may shift roles: a bystander may become a bully, a recipient may become a bystander, and a new employee may become the recipient. This process of role shifting continues, guaranteeing a bully culture.
At this stage, bullying is deeply embedded in the organizational culture. It affects team dynamics, employee morale, and overall organizational health. Efforts to address bullying may be met with resistance, as the behaviors are seen as a normal part of the workplace.
Breaking the Cycle
Intervention is key to stopping bully culture, and the longer it persists, the more difficult it is to eradicate. But what can we do to address it? The time to act is now so we can stop bully culture.
Awareness and Education
Organizations must increase educational initiatives to help people understand what bullying is and how to intervene. This includes recipients, bystanders, leaders, and human resources. Regular training sessions on workplace bullying should be part of onboarding and annual training for employees at all levels. These sessions are essential for recognizing and addressing bullying.
Clear Policies
Organizations must be proactive and implement clear anti-bullying policies. These policies should include support for recipients of bullying and mechanisms for safely reporting incidents. Clear, enforceable policies are key to preventing and addressing bullying behaviors.
Leadership Commitment
Leaders must commit to fostering a respectful and inclusive workplace culture. This commitment includes training leaders on how to effectively intervene in bullying situations and ensuring they understand how not to perpetuate bullying behaviors. Leaders play a crucial role in setting the tone for the organization's culture.
By understanding and addressing each stage of the bullying cycle, organizations can prevent isolated incidents from evolving into a pervasive bully culture. Recognizing the signs early and taking swift action are crucial steps in creating a healthy, respectful, and inclusive work environment. The time to act is now so we can stop bully culture.
Workplace bullying often begins as isolated incidents but can evolve and eventually become ingrained in the organizational culture if not addressed. Understanding this cycle is crucial for recognizing and intervening in bullying behaviors before they become entrenched.
Initiation
Bullying often begins with subtle behaviors or minor incidents when a person in the workplace initiates harm against another. This can include microaggressions, offhand comments, or small acts of exclusion. These initial behaviors might be overlooked or dismissed as harmless.
Escalation
If the initial behaviors are not addressed, they can escalate. As a result, the bully becomes emboldened, given the green light to escalate their behavior. This escalation causes the bully to become more brazen, and the frequency and severity of the bullying incidents may increase. A bully might spread lies, gaslight, and work to develop relationships with people in power to further their agenda.
Normalization
Bullying continues, changing the norms and values in the organization to one where bullying becomes normalized. Over time, repeated bullying behaviors can become accepted within the organization. Colleagues and bystanders start to view these behaviors as part of everyday work life. They may make calculated decisions about how to survive in a bullying environment and advance in their careers, often becoming complicit or even engaging in bullying themselves.
Entrenchment
As bullying behaviors become entrenched, they shape the organizational culture. Values and norms begin to support and perpetuate bullying, solidifying the roles of bully, bystander, and recipient. New employees are socialized into this culture, further reinforcing the cycle. When a bully leaves the work environment, others may shift roles: a bystander may become a bully, a recipient may become a bystander, and a new employee may become the recipient. This process of role shifting continues, guaranteeing a bully culture.
At this stage, bullying is deeply embedded in the organizational culture. It affects team dynamics, employee morale, and overall organizational health. Efforts to address bullying may be met with resistance, as the behaviors are seen as a normal part of the workplace.
Breaking the Cycle
Intervention is key to stopping bully culture, and the longer it persists, the more difficult it is to eradicate. But what can we do to address it? The time to act is now so we can stop bully culture.
Awareness and Education
Organizations must increase educational initiatives to help people understand what bullying is and how to intervene. This includes recipients, bystanders, leaders, and human resources. Regular training sessions on workplace bullying should be part of onboarding and annual training for employees at all levels. These sessions are essential for recognizing and addressing bullying.
Clear Policies
Organizations must be proactive and implement clear anti-bullying policies. These policies should include support for recipients of bullying and mechanisms for safely reporting incidents. Clear, enforceable policies are key to preventing and addressing bullying behaviors.
Leadership Commitment
Leaders must commit to fostering a respectful and inclusive workplace culture. This commitment includes training leaders on how to effectively intervene in bullying situations and ensuring they understand how not to perpetuate bullying behaviors. Leaders play a crucial role in setting the tone for the organization's culture.
By understanding and addressing each stage of the bullying cycle, organizations can prevent isolated incidents from evolving into a pervasive bully culture. Recognizing the signs early and taking swift action are crucial steps in creating a healthy, respectful, and inclusive work environment. The time to act is now so we can stop bully culture.