Most people imagine the schoolyard or locker room when they think about bullies. Unfortunately bullies grow up and go to work just like the rest of us.
You may have a bully in your organiza- tion. The Workplace Bullying Institute reports that 35% of workers in the U.S. have been bullied firsthand, and 15% have witnessed it. Workplace bullying follows a top-down trend, with 72% of bullies being bosses, 18% co-workers and 10% subordinates.
While workplace bullies may have general and emotional intelligence, and the social skill of a good leader, but they'll use it all to their sole advantage. They are politically skilled or socially confident, and can understand or sense what their target is most insecure about. A 2012 survey found that among organizations that experienced incidents of bullying, 73% reported verbal abuse, 62% malicious gossiping or spreading rumors and 50% threats or intimidation.
Companies that focus solely on performance may tacitly endorse bullying behavior and create a culture of victimization. Employee performance must include being rewarded for positive values perpetuated in their organizations. Rewards and promotions will then go to good performers who are also doing things the right way.
Leaders should not need a law to set anti-bullying standards; they should do so by fostering a culture of respect. Make it clear to employees what will and won't be tolerated, as well as the consequences for disobeying the rules. Agressors must be called out immediately on their bad behavior and leaders must model respectful behavior. The workplace needs to be a safe place where people want to come every day.
