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Bullying in the workplace

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How to Confront a Bully at Work

• Savvas Trichas

Build a strong network of alliances to support you.

Early career professionals are more prone to bullying than their senior colleagues. Research shows that power imbalances between experienced and newer workers can create an authority gap that has the potential to generate abusive and intimidating behaviors from those who have higher status. If you’re a young professional dealing with bullying at work, how do you navigate the situation and guard yourself?

• Become a bee: Start by finding your sting — a visible way to defend yourself from bullying behavior. For instance, make it known that you are someone who follows rules and procedures. Playing by the book can give you a sense of security, help you stay on track, and give bullies less weaknesses to exploit.
• Don’t let your emotions overpower your reaction: Put aside your anger, frustration, and the urge to snap back. If you react instinctively, guided by your negative emotions, you may end up increasing the conflict, reducing mutual gain, and damaging any chances of future collaboration.
• Build golden bridges: As soon as you realize you are getting in an office battle zone, start gathering evidence to block all exits besides the one you consider fair. Ask yourself,  “How do I make it easier for the bully to reach the decision that I want them to get to?” This can be an excellent way to inhibit workplace intimidation before following the official path.

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Whether it’s a difficult boss, an antagonistic coworker, or a disrespectful client, bullies exist in every area of the workplace. Professionals in the earliest stages of their careers know this better than anyone.

• ST Savvas Trichas, PhD is a keynote speaker who combines cutting edge research with instruction creating motivational moments with practical value. He is a 3-times TEDx speaker and has collaborated with several prestigious universities and organizations such as Stanford University, the University of Durham, the Ministry of Education and Culture, The Million Dollar Round Table, and the Association of Cyprus Banks. He is also associated with the FBI National Academy Associates Cyprus Police where he serves as a guest lecturer under the topics of management, communication, and deception detection.

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Signs and Effects of Workplace Bullying

Sherri Gordon, CLC is a published author, certified professional life coach, and bullying prevention expert. She's also the former editor of Columbus Parent and has countless years of experience writing and researching health and social issues.

Rachel Goldman, PhD FTOS, is a licensed psychologist, clinical assistant professor, speaker, wellness expert specializing in eating behaviors, stress management, and health behavior change.

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Workplace bullying is persistent mistreatment that occurs in the workplace. It can include behaviors such as verbal criticism, personal attacks, humiliation, belittling, and exclusion. It's important to note that anyone can be a bully or be bullied, regardless of the role they have in the workplace.

Unfortunately, bullying in the workplace is far from uncommon. According to a survey by the Workplace Bullying Institute, 30% of workers have directly experienced bullying while at work. People who work remotely were more likely to report such bullying, with 43.2% responding that they had been bullied on the job.  

Workplace bullying hurts the health and well-being of employees. It can also damage workplace productivity and performance. "Bullying's pernicious nature creates long-lasting scars that have an effect on the victim's sense of self-worth, self-assurance, and general mental health," says Azizi Marshall, LCPC , a licensed clinical professional counselor and founder of the Mental Health at Work Summit and Center for Creative Arts Therapy.

This article discusses some of the signs and effects of workplace bullying. It also covers its impact on the workplace and what people can do to help prevent this type of behavior.

Signs of Workplace Bullying

If you're a target of bullies in the workplace, you probably start each week with a pit of anxiety in your stomach. Then, you count down the days until the weekend or next vacation. Inappropriate behavior by adult bullies may include:

• Berating people
• Coercing people to do things they don't want to do
• Dismissing someone's efforts
• Embarrassing people in front of their employer, co-workers, or clients
• Excluding others
• Intimidating people
• Lying to others
• Making snide remarks
• Minimizing others' concerns
• Taking credit for other people's work
• Threatening others
• Criticizing others unfairly

Workplace bullying is not always overt or openly hostile. It can also take more subtle forms, including gaslighting , where the bully engages in abusive behaviors but then denies the abuse. The goal of gaslighting is to make the victim of bullying doubt their reality and experiences.

Subtle workplace bullying can hide in plain sight, but recognizing its more subtle signs can empower individuals to reclaim their worth.

According to Marshall, some of these more subtle types of workplace bullying can include:

• Deliberately excluding people from conversations, decision-making, or work-related events
• Purposely ignoring, disregarding, or avoiding someone, such as by "forgetting" to invite them to work meetings
• Concealing or distorting information to achieve personal goals
• Feigning ignorance, changing the subject, or canceling meetings to divert attention from an issue
• Emotionally manipulating people by using shame or guilt to cause feelings of inadequacy, undue responsibility, or unworthiness
• Undermining someone's work to hamper their progress or ability to succeed
• Pitting people against one another to create a competitive, divisive environment
• Changing someone's responsibilities to disrupt their work and interfere with their sense of purpose
• Creating unrealistic or unattainable expectations or constantly shifting expectations to ensure failure
• Unfairly criticizing people's work to hurt the other person's self-esteem

Effects of Workplace Bullying

Workplace bullying can have a range of negative effects. Research on bullying in the workplace quantifies the personal consequences for the victim and the fiscal consequences that affect the company's bottom line.

Health Risks

The effects of workplace bullying don't end when you leave the office. Experiencing bullying can cause physical and psychological health problems, including high blood pressure, mood changes, panic attacks, stress , and ulcers.

People who are bullied at work may also experience physical symptoms such as headaches, muscle tension, and changes in appetite. Bullying can impact sleep quality and duration as well.

Workplace bullying can contribute to increased stress, low self-esteem , and feelings of anxiety and depression. "One's sense of security is undermined by ongoing unpleasant interactions, which can cause anxiety, tension, and even melancholy," Marshall says.

Researchers have found that the coworkers of those who are bullied also experience negative effects, even when they themselves are not bullied. One study showed that victims of bullying and those who witness it are more likely to receive a prescription for psychotropic medications such as antidepressants, tranquilizers, and sleeping pills.

Bullying in the workplace can increase the risk of negative physical health effects and lead to decreased mental well-being for both the victims of bullying and their co-workers.

Effect on Job Performance

"Bullying at work has a negative impact on a person's ability to do their job. Due to the mental discomfort brought on by the bullying, victims frequently exhibit decreased productivity, increased absenteeism, and difficulties concentrating," explains Marshall.

Bullied workers cannot perform their jobs to the best of their ability. Performance issues include:

• Inability to work or concentrate
• Loss of self-esteem
• Trouble making decisions
• Lower productivity

Bullied workers not only lose motivation, they lose time because they are preoccupied with:

• Avoiding the bully
• Networking for support
• Making plans to deal with the situation
• Ruminating about the situation
• Trying to defend themselves

Targets of bullying feel a sense of isolation.  Workplace bullying can leave the victim so traumatized that they feel powerless, disoriented, confused and helpless.

Changes in the Workplace

Workplace bullying has detrimental effects on employers, not just the victim and their co-workers who witness it. In addition to disrupting the work environment and impacting worker morale, it can also:

• Create a hostile work environment
• Impact workers compensation claims
• Promote absenteeism
• Reduce productivity
• Result in costly, and possibly embarrassing legal issues​

Other effects on the employer include:

• Additional costs to recruit and train new employees
• Erosion of employee loyalty and commitment
• Increased use of sick leave, health care claims, and staff turnover
• Increased risk of legal action
• Poor public image and negative publicity

Coping With Bullying in the Workplace

"To effectively respond to workplace bullying, it’s important to adopt an assertive and direct approach. Confronting the issue head-on and establishing clear consequences for unacceptable behavior is a must," explains Avigail Lev, PsyD , founder and director of the Bay Area CBT Center.

If you are being bullied at work, there are strategies that you can use to cope. Being proactive may help you feel better.

Set Boundaries

When a bully engages in abusive behavior, tell them what they have done and that it is unacceptable. Let them know that their behavior will not be tolerated and that if it occurs again, you will take action. Setting boundaries lets others know what type of behavior you are willing to accept. 

Marshall says that setting these boundaries to establish what is acceptable and improper can help you defend your rights and protect against future abuse.

Confront the Behavior

Once you establish a boundary, following through with the consequences is essential. Marshall suggests always remaining professional, avoiding retaliation, and utilizing "I" statements to assertively voice your concerns and address the specific behaviors that upset you.

If the abuse continues, call out the behavior the next time it happens. Ask them to leave until they can behave in a professional, work-appropriate manner. 

Therapist-Recommended Strategies

Other strategies that Lev recommends to cope with workplace bullying include:

• Detached empathy : It can be helpful to detach yourself emotionally from the other person's actions while maintaining a certain level of empathy. According to Lev, this allows people to become less reactive while staying grounded.
• Reverse DARVO: This self-defense strategy can be utilized to combat manipulation. "This involves recognizing and challenging the Deny, Attack, Reverse Victim and Offender tactics employed by the bully. It stands for Detach, Assert, Validate, and Observe. This helps people cultivate detached empathy and helps them stay non-reactive," Lev explains.
• The BIFF technique : BIFF stands for Brief, Informative, Friendly, and Firm. Lev suggests it can be an effective way to cope with gaslighting in the workplace. "When confronted with gaslighting, responding in a BIFF manner involves keeping interactions brief and to the point, providing factual information without engaging in lengthy debates, maintaining a friendly tone, and asserting your position firmly," she explains.

Keep Track of the Abuse

Whenever you feel that you have been bullied at work, document the details including the time and exactly what happened. Write down any witnesses who were present and save any documents or records that can corroborate the abuse.

Talk to Management or Human Resources

If you've tried resolving the bullying on your own without success, it is time to involve your employer. Check with your workplace employee handbook to learn more about what steps you will need to take to file a complaint.

Marshall notes, however, that not all companies are great at addressing bullying. In such instances, it may be helpful to get outside assistance from legal counsel or an employee assistance program.

Care for Yourself

In addition to taking decisive action to protect yourself from bullying, it is also important to take steps to care for yourself. Seek out social support , practice relaxation strategies for stress, and consider talking to a mental health professional if you are experiencing symptoms of depression, anxiety, or distress.

Creating boundaries and directly confronting the behavior are two strategies that may stop bullies from targeting you. Recording and reporting the bullying is also important. You can also help care for yourself by seeking social support and talking to a therapist.

What Can Employers Do?

It's always in your best interest to confront workplace bullying and maintain a bullying-free workplace because prevention is more cost-effective than intervention or mediation. It's also the right thing to do if you care about your employees.

Workplaces can safeguard their employees' mental health and provide a pleasant and productive atmosphere for all by developing rules and procedures that condemn bullying, offering assistance options, and encouraging open communication.

Employers must offer education opportunities for managers, supervisors, and other authority figures, because the majority of workplace bullying comes from bosses. Strive to create a workplace environment that cultivates teamwork, cooperation, and positive interaction instead.

Employers should also take steps to reduce bullying in the workplace. Educate employees and managers about bullying and outline steps that workers can take if they are experiencing abuse in the workplace.

Workplace bullying can be openly hostile at times, but it can also take more subtle forms. In either case, it can take a serious toll on employee well-being and productivity. It is important to be able to recognize the signs of workplace bullying so that you can take action to protect yourself. Organizations can also take steps to reduce bullying, including helping employees learn how to respond when they witness someone being bullied at work.

Calling out the behavior and making it clear that it will not be tolerated are important actions, but it is also critical to care for yourself outside of the workplace. Talk to friends and loved ones, spend time doing things you enjoy, and look for ways to help relax. Talking to a therapist can also be helpful.

Check your employee handbook to see if it describes steps you should take to report bullying. This may involve talking to your manager or reporting the behavior to human resources (HR) so they can investigate. If your manager is the one engaging in bullying, you might need to report the behavior to HR or to someone who is a position higher up the chain of command.

Workplace bullying can involve a range of damaging actions that can involve verbal, nonverbal, psychological, or physical abuse. Examples can include threats, humiliation, excessive monitoring, unjustified criticism, intentionally lying about work duties, and intimidation.

Employers can help prevent bullying by making it a priority to create a supportive workplace and refusing to tolerate bullying behaviors. Co-workers can help by being supportive and speaking up if they witness abuse in the workplace.

Wu M, He Q, Imran M, Fu J. Workplace bullying, anxiety, and job performance: choosing between "passive resistance" or "swallowing the insult"? .  Front Psychol . 2020;10:2953. doi:10.3389/fpsyg.2019.02953

Workplace Bullying Institute. 2021 WBI U.S. Workplace Bullying Survey .

Nielsen MB, Magerøy N, Gjerstad J, Einarsen S. Workplace bullying and subsequent health problems . Tidsskr Nor Laegeforen . 2014;134(12-13):1233-1238. doi:10.4045/tidsskr.13.0880

Glambek M, Skogstad A, Einarsen S. Take it or leave: a five-year prospective study of workplace bullying and indicators of expulsion in working life .  Ind Health . 2015;53(2):160–170. doi:10.2486/indhealth.2014-0195

Canadian Centre for Occupational Health and Safety. Bullying in the workplace .

Lallukka T, Haukka J, Partonen T, Rahkonen O, Lahelma E. Workplace bullying and subsequent psychotropic medication: a cohort study with register linkages . BMJ Open . 2012;2(6). doi:10.1136/bmjopen-2012-001660

Robert F. Impact of workplace bullying on job performance and job stress .  J Manag Info . 2018;5(3):12-15. doi:10.31580/jmi.v5i3.123

Einarsen S, Skogstad A, Rørvik E, Lande ÅB, Nielsen MB. Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis .  Int J Hum Resour Manag . 2016;29(3):549-570. doi:10.1080/09585192.2016.1164216

By Sherri Gordon Sherri Gordon, CLC is a published author, certified professional life coach, and bullying prevention expert. She's also the former editor of Columbus Parent and has countless years of experience writing and researching health and social issues.

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Workplace Bullying Interactive PPT and Worksheets

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Age range: 11-14

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14 February 2018

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The Bullying Prevention Training Module Presentation is a research-based resource that can help you lead bullying prevention efforts in your local community.

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The Community Action Toolkit includes materials to create a community event using the research, ideas and bullying prevention and response strategies that you learned about in the Training Module.

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The User Guides are tailored to 11 audiences that play a critical role in bullying prevention and include information for delivering this training.

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Trainings for Educators and School Bus Drivers

The National Center of Safe Supportive Learning Environments (NCSSLE) offers bullying prevention training toolkits filled with research-based, user friendly materials trainers can use for events and workshops. Each Training Toolkit includes a step-by-step facilitator's guide, a customizable power point presentation, handouts, and feedback form.

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The Take Action Today booklet features stories of how different community leaders are working hard to prevent bullying in their schools and their communities.

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Evidence Review of Bullying Prevention Strategies

The “Strengthen the Evidence Base for Maternal and Child Health (SEMCH) Programs” is a Health Resources and Services Administration-funded initiative that aims to support state Maternal and Child Health (MCH) Title V programs in developing evidence-based or evidence-informed State Action Plans in responding to the National Outcome Measures, National Performance Measures, and State Performance Measures to facilitate the transformation of the MCH Title V Block Grant program.

SEMCH recently released an evidence review of the current literature on strategies to address bullying. Although the intended audience for these briefs is Title V state health departments, the information has broad applicability to any individual or organization interested in bullying prevention. You can access to 3-page brief on the SEMCH website, as well as the full report.

Additional Resources

• How to Talk About Bullying
• Respond to Bullying

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Workplace bullying: violence, harassment and bullying fact sheet.

If you are being bullied at work and need support, you can read this fact sheet, see our Get Help section of the website for details on further support. If you know or see someone being bullied, see our Supportive Bystander Fact Sheet  to find out how to help them. 

What is workplace bullying?

Workplace bullying is verbal, physical, social or psychological abuse by your employer (or manager), another person or group of people at work. 

Workplace bullying can happen in any type of workplace, from offices to shops, cafes, restaurants, workshops, community groups and government organisations. 

Workplace bullying can happen to volunteers, work experience students, interns, apprentices, casual and permanent employees.

Some types of workplace bullying are criminal offences. If you have experienced violence, assault and stalking you can report it directly to the police.

What does bullying in the workplace look like?

• repeated hurtful remarks or attacks, or making fun of your work or you as a person (including your family, sex, sexuality, gender identity, race or culture, education or economic background)  
• sexual harassment, particularly stuff like unwelcome touching and sexually explicit comments and requests that make you uncomfortable 
• excluding you or stopping you from working with people or taking part in activities that relates to your work
• playing mind games, ganging up on you, or other types of psychological harassment 
• intimidation (making you feel less important and undervalued)  
• giving you pointless tasks that have nothing to do with your job  
• giving you impossible jobs that can't be done in the given time or with the resources provided  
• deliberately changing your work hours or schedule to make it difficult for you 
• deliberately holding back information you need for getting your work done properly
• pushing, shoving, tripping, grabbing you in the workplace 
• attacking or threatening with equipment, knives, guns, clubs or any other type of object that can be turned into a weapon  
• initiation or hazing - where you are made to do humiliating or inappropriate things in order to be accepted as part of the team.  

How bullying can affect your work

If you are being bullied at work you might:

• be less active or successful   
• be less confident in your work 
• feel scared, stressed, anxious or depressed 
• have your life outside of work affected, e.g. study, relationships 
• want to stay away from work 
• feel like you can’t trust your employer or the people who you work with
• lack confidence and happiness about yourself and your work 
• have physical signs of stress like headaches, backaches, sleep problems

What is not workplace bullying 

Some practices in the workplace may not seem fair but are not bullying.  

Your employer is allowed to transfer, demote, discipline, counsel, retrench or sack you (as long as they are acting reasonably). 

What you need to know if you are being bullied at work 

When you are being bullied it's important that you know there are things you can do and people who can help. 

You have the right to be in a safe workplace free from violence, harassment and bullying.

Bullying and abuse information for young Australians

If you are under 16 years old, bullying and violence may also be child abuse. See the Youth Law Australia website for further information.

Bullying and discrimination

Bullying may also be discrimination if it is because of your age, sex, pregnancy, race, disability, sexual orientation, religion or certain other reasons. Sexual harassment and racial hatred are also against the law.

Responsibility of employers

Your employer has a legal responsibility under Occupational Health and Safety and anti-discrimination law to provide a safe workplace. Employers have a duty of care for your health and wellbeing whilst at work. An employer that allows bullying to occur in the workplace is not meeting this responsibility.  

Responsibility of bystanders

We all have a moral responsibility to help create a positive, safe workplace.  If someone in your workplace is experiencing harassment or bullying, you can tell them about the steps they can take to solve it. 

What you can do if you are being bullied at work

• Make sure you're informed. Check to see if your workplace has a bullying policy and complaints procedure. 
• Keep a diary. Documenting everything that happens, including what you've done to try stopping it. This can help if you make a complaint.
• Get support from someone you trust or contact support services.  Even if you don’t know anyone you can talk to, there are support services which are immediately available to help and support you in the Get Help section. Getting support can also include contacting your union.
• Approach the bully. If you feel safe and confident, you can approach the person who is bullying you and tell them that their behaviour is unwanted and not acceptable. If you are unsure how to approach them, you might be able to get advice from an appointed contact person, or from a colleague or manager.
• Tell someone at your work. Your workplace will usually have a process for making a complaint and resolving disputes, which might include a warning, requiring the bully to have counselling, a mediation process, or even firing the bully if the situation continues. The person to talk to might be your supervisor/manager, a harassment contact officer, or a health and safety representative (if your work has one).  
• Get information and advice. If the bullying is serious, if the situation has not changed after complaining to your manager, or if there is not anyone you can safely talk to at work you can get outside information and advice. 

Using the links below you can contact:

• your workplace health and safety authority to get advice and report bullying incidents
• the Australian Human Rights Commission to get advice, or to make a complaint about discrimination, harassment and bullying covered by anti-discrimination law
• the union representing your industry who can give you advice on your options and your rights
• Youth Law Australia for legal information especially for young people

Make a formal complaint to the state and territory workplace health and safety authority or to the Australian Human Rights Commission, using the links below. 

Getting Help

If you have made a complaint to your manager or others in your workplace and there have not been adequate steps taken to stop the bullying there are a number of options that you can take to get help. 

When to contact the police

If bullying is violent or threatening it may be a criminal offence and you should contact the police immediately call 000

If the situation in not urgent you can call the Police Assistance Line on 131 444 for all states and territories except for Victoria, where you will need to visit your local police station. 

Making a complaint about workplace bullying to the Australian Human Rights Commission 

If you are been bullied, harassed or discriminated against because of your race, sex, age, sexual orientation, religion or because you have a disability or are pregnant you can contact the Australian Human Rights Commission. Call 1300 656 419 . See further information about making a complaint to the Commission for young people. 

The Commonwealth FairWork Ombudsman

The Commonwealth FairWork Ombudsman can provide information and advice about Australia’s workplace rights and rules and the protection you have against harassment and discrimination.  Call 13 13 94 . You can access FairWork's resources on their website.

Report bullying to a State or Territory work health and safety authority

Your boss has a duty to ensure the health, safety and welfare at work of all their employees. You can report bullying incidences to the following state and territory work health and safety authorities.

Australian Capital Territory

• WorkSafe ACT can provide advice and help if you are experiencing workplace bullying. Call 02 6207 3000 

New South Wales

• SafeWork NSW can provide advice and help if you are experiencing workplace bullying. Call 13 10 50

Northern Territory

• NT WorkSafe can provide advice and help if you are experiencing workplace bullying. Call 1800 019 115

South Australia

• SafeWork SA can provide advice and help if you are experiencing workplace bullying. Call 1300 365 255
• WorkSafe Victoria can provide advice and help if you are experiencing workplace bullying. Call 1800 136 089
• WorkSafe Queensland 1300 362 128 can provide advice if you are experiencing workplace bullying. For information for young workers, see WorkSafe Queensland's resource for young workers . 

Western Australia

• WorkSafe WA can provide advice and help if you are experiencing workplace bullying. Call 1300 307 877
• WorkSafe Tas can provide advice and help if you are experiencing workplace bullying. Call  1300 366 322 (within Tasmania) or  (03) 6166 4600 (outside Tasmania)

Other useful links

• If you are a young person in Australia, to find out about the rights and responsibilities of you and your employer visit the Youth Law Australia website , and click on your state or territory. Click "Topics", then "Employment", then "Workplace bullying and harassment".  
• Australian Unions. You can get advice on workplace bullying from the Workers helpline 1300 486 466  
• To learn more about your rights at work see the Australian Council of Trade Unions website for students.

This fact sheet was developed in partnership with the ReachOut.com , 2011

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This toolkit is a collection of policies, tips, tools and resources for fire and emergency service departments about the prevention of bullying in the workplace.

This resource is a mix of existing and new resources from the IAFC, other fire service organizations, private industry and local model practices and SOPs. They range from simple, no-cost, common-sense solutions to those that are more resource-intensive.

Sample Policies and Resources

• Devon and Somerset (UK)
• Pend Oreille County, Washington (USA)
• Threat Management Policy Example (City of San Diego)
• Harassment Prevention Policy (Austin, TX, Fire Department)
• Emergency Responder Crisis Text Line (Colorado First Responders)
• National Standard of Canada for Psychological Health and Safety in the Workplace (Mental Health Commission of Canada)
• Link between bullying and substance abuse
• Using the Annual Performance Evaluation to Reduce Harassment in Your Workplace (Lexipol)

Legislation

• Healthy Workplace Bill
• Ontario Government Introduces Workplace Violence Legislation

Other Organizations

• Workplace Bullying Institute
• American Psychological Association, Resources for Employers Regarding Bullying  - a collection of workplace bullying resources, including articles and research abstracts, book recommendations, useful statistics and links to other high-quality resources.

Tools for the Family

• Cyberbullying Warning Signs (Cyberbullying Research Center)
• The Bully Project
• Bully Defense Tools - A Resource for Kids, Parents & Teachers
• Bullying Facts (Medicinenet)
• Bullying and Cyberbullying (Helpguide)
• K-12 is Where Future Bullies Practice
• National Association of People Against Bullying - A non-profit designed to advocate on behalf of bullied children and their families. Has a crisis line, bully statistics , current stories in the news and offers free speaking engagements.
• Stop Bullying Now
• Responding to Cyberbullying: Top Ten Tips for Teens

Training Resources

• Bullet Points Regarding Hazing Bullying Pranks, Policy (J. Curt Varone)
• Addressing Workplace Bullying From the Witness Perspective - Recording + PowerPoint (Dr. Sabrina Ricks)
• This American Life - Amsterdam Fire Department  
• Don't Let Judgement & Bullying Keep You From Winning Life! (Dr. Candice McDonald)

Research Papers

• Bullying at the Fire Station? Perceptions Based on Gender, Race and Sexual Orientation (American Journal of Social Science)
• Workplace Violence and Harassment: A European Picture (European Agency for Safety and Health at Work)
• Understanding Cyberbullying and Where We Go From Here (Chapter out of The Handbook of Research on Cyberbullying and Online Harassment in the Workplace)
• Bullying: Fire and EMS's tragedy and disgrace (FireRescue1)
• Children who experience trauma are more likely to get bullied or bully others (Consumer Affairs)
• Bosses who bully can negatively impact workplace safety, study shows (Safety + Health)
• Bullying by subordinates in the fire service (FireRescue1)
• Hazing in fire academies: Legal and practical considerations (FireRescue1)
• How to Complete a Log for Workplace Harassment (Chron.com)
• Firefighter probie problems: How this stressful period can demotivate members (FireRescue1)
• We Must Make a Change: Ending Harassment in the Fire Service (FireEngineering)
• Confronting Workplace Violence in the Fire Service (FireChief.com)
• Enough is Enough: 5 Ways to End Bullying in Fire and EMS (FireRescue1.com)
• Yes, Bullying and Harassment and Violence are Alive in the Firehouse
• Bullying: Does It Really Matter? (Dr. Candice McDonald)
• The tragedy and disgrace of bullying in fire and EMS
• How fire chiefs can end bullying and harassment
• Rape, harassment and retaliation in the U.S. Forest Service: Women firefighters tell their stories
• #MeToo and Sexual Violence in the U.S. Fire Service
• Think Twice: Harassment in the Fire Station
• They reported sexual harassment. Then the retaliation began
• 7 steps to an inclusive fire department culture
• Don't Leave Workplace Civility to Chance Civility (Leadership Now)
• 5 Reasons Firefighter Training on Harassment Fails (by Linda Willing for FireChief.com)
• "Exploring Workplace Bullying in New Hampshire Fire Departments" (David F. Emanuel, Durham (NH) Fire Department, EFO Paper)
• 20 Subtle Signs of Workplace Bullying (HR Insights Blog) & Table defining subtle vs. overt bullying and more
• Definitions of Workplace Bullying The article defines bullying, outlines how to document if you are being bullied and how to report bullying in the workplace.
• Bullies at Work: Stamping Out Abuse in the Workplace (Manfred Kets de Vries)
• Workplace bullying widespread at fire departments, survey shows
• Retention of Internal Stakeholders in the U.S. Volunteer Fire Service
• Bullying in the Workplace Causes, Symptoms, and Remedies

Special thanks to the Safety, Health and Survival Section  (SHSS), Volunteer and Combination Officers Section (VCOS) , the Human Relations Committee , International Association of Women in Fire & EMS  (iWomen) and others who've championed this cause and contributed to this toolkit.

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Free Bullying Training Presentations for Powerpoint

We've taken the best bullying training templates and turn them into free microlearning content that you can deploy to your teams in minutes.

Update your bullying training from powerpoint presentations to mobile-friendly microlessons.

Modernize your bullying training presentation and make it accessible anytime, anywhere. Save valuable company time by making your bullying training PowerPoint mobile-friendly and completable in 5 minutes. We'll take your PowerPoint courses and automatically turn them into our proven microlearning, mobile format so your team can do their training on the go. Bullying is a pervasive problem in workplaces across the globe. A recent study conducted by the Workplace Bullying Institute reported that nearly 72% of American workers have been bullied on the job. And that's just the ones who reported it! The number is undoubtedly higher, as many people feel ashamed or embarrassed to admit they're being bullied. Bullying comes in many forms, but the most common is verbal abuse. This can include aggression, insults, put-downs, and humiliation. Other forms of bullying include physical violence, Exclusionary Tactics, and Workplace Theft. No one is immune to bullying. It can affect anyone, regardless of their position, role, or status within the company. Bullying can also cause long-term psychological damage, leading to stress, anxiety, depression, and even suicidal thoughts. If you think you're being bullied, or you see someone else being bullied, it's important to take action. Report the bullying to your manager or HR department. They can help you resolve the issue and ensure that the bullying stops. Adding a quiz or test at the end of your training can help ensure that your employees retain the information they learned. Placing a quiz at the end of your presentation will also show that you are taking the training seriously and that you are interested in measuring how well your employees learned.

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What Swifties Have to Teach Us About Shutting Workplace Bullies Down

How bystanders can become upstanders and stop bullies in their tracks..

Posted May 2, 2024 | Reviewed by Michelle Quirk

• How to Handle Bullying
• Find a therapist to support kids or teens
• Workplace bullying is a communal act, not an individual problem.
• When bystanders become upstanders, they have the power to shut down the bullying cycle.
• Community builders can use specific strategies to stop bullies in their tracks.

I paired my early morning reading ritual, which included the NYT ’s article "Taylor Swift Has Given Fans a Lot. Is It Finally Too Much?" with a ho-hum disagreement and a flick to the next screen. Later that evening, I spotted the posting on Instagram , and my research brain activated, fascinated to see strategies community builders can use to push back on bullies and stop the cycle, magically transforming from bystanders to upstanders.

Full disclosure: I am a Swiftie.

Fuller disclosure: I’m 50, not 15.

I am also a college professor and a workplace bullying researcher, and I serve on the executive board of the National Workplace Bullying Coalition . Workplace bullying is the intentional act of denigrating a person’s character through gossip, manipulation, sabotage, gaslighting , and ostracization in an effort to revoke her community belonging.

Over the last five years, I have collected the stories of more than 200 survivors of workplace bullying across 35 states, 10 countries, and 36 industries, most of whom ultimately lost their jobs as a result of the abuse and suffered significant health consequences including heart palpitations, gastrointestinal issues, migraines , anxiety , depression , posttraumatic stress disorder ( PTSD ), and in the most tragic of circumstances committed suicide . Though each story is unique, the players in the bullying cycle are recurring, and the trajectory is predictable . I named them as follows.

The Players

There is the Dragon , drenched in insecurities who recruits Shapeshifters to carry out his destructive directives. Together they form a closed circle, governed by strict group norms where noncompliance leads to excommunication. The target, a direct threat to the Dragon ’s status quo mediocrity, is the Creative , a naturally curious, internally motivated, cross-collaborator and content expert who shakes tradition and recalibrates possibilities. Sitting on the sidelines, are the Community Builders , at times willowy in their ways, who either comply with the Dragon ’s narrative to avoid being targeted next or speak up for justice, a courageous gesture that places them on the firing range but also has the power to curtail the bullying cycle, I conceptualize as a six-act play.

Act I is "Target Identification," in which the Dragon spots a Creative he perceives threatens his reign. Act II is " Jealousy and Case Building," where the Dragon cozies up to the Creative , pretending to be friends and searches for disclosures to later use against her in battle. Act III is "The Precipitating Event," such as the Creative earning an accolade or promotion, and though this is not the cause of the bullying, it is used as a catalyst to rally the troops. In Act IV, "The Underground Battle" commences, and the Dragon visits the higher-ups and human resources to trickle poison couched as care and command the Shapeshifters to instigate a gossip campaign, further toxifying the wells. Due to the Creative ’s benevolent worldview, she is unlikely to know she is at war until Act V, "Escalating Attacks and Mobbing." Now the masks come off, the attacks are public and vicious, and she is fully ostracized, even by her most trusted colleagues. Devastated by the fallout, the Creative enters Act VI, "Resignation and Cover-Up," where she is officially excommunicated from her community while the Dragon hides the carnage and offers a high five to the Shapeshifters for a job well done.

The Power of Community Builders

Community Builders , however, have the power to serve as stopgaps, calling intermission on the play and pressuring Dragons to end production, for bullying is a communal act, not an individual move. Without Shapeshifters carrying the swords and complicit Community Builders pretending not to witness the assaults, the mob falls dead. This script flips most often occurs, not because the Dragon is reprimanded, for higher-ups rarely have the stomach for confrontation, but when Community Builders adopt courage over complicity and speak truth to injustice, whispering quietly and then building to a yell, “That’s not how we treat people in this community.” With that proclamation, the spell is broken, the curtain falls, and the Dragon moves on to his next victim.

So how can community builders respond to bullies attempting to sully the creative’s shine? The comments on the New York Times piece exemplify five effective strategies community builders can use to shift from bystanders to upstanders.

1. The rebuttal , offering the counter-narrative

@Juliafox: Hmm I actually can’t get enough lol I love @taylorswift

At work, this may look like:

“She thinks she is too good to collaborate with anyone”

“That’s not my experience. I find her very collaborative.”

2. The facts , disputing loose accusations with hard data

@silbaerundgold: Taylor Swift's 'THE TORTURED POETS DEPARTMENT' aiming for #1 debut on the Billboard 200 with 2.3MILLION+ units first week -“The Tortured Poets Department” becomes the fastest album in history to reach 700 million streams on Spotify, surpassing “Midnights”.…….We have NY Times fatigue.

”He got that promotion because he kissed up to the boss.”

”He got the promotion because he closed 30 percent more cases than anyone in our office.”

3. The explanation , making the logical argument

@connorrcoleman: The way a musician's job is to put out music and to perform said music—we can critique the music, but the media circus around her is the problem. Things like this are part of the contribution to that issue. Because it's not Taylor Swift fatigue, it's Taylor Swift think-piece fatigue... so it's you! Hi! You're the problem it's you!!

“The new guy sucks and is making this place miserable.”

”He was hired because we are struggling. We just lost our top three employees to the competition . Give him a chance or none of us will have one.”

4. The script flip , highlighting the hypocrisy of it all with a little humor

@becca10smith “The Tortured Poets Society” 😂 didn’t you just release an article saying Taylor needs an editor? YIKES

“She got the award because she is sleeping with the boss.”

”Didn’t you get the award last year? I didn’t know he was your type.”

5. The drop mic , shutting the conversation down with vulnerable truths

@h0llyarmstr0ng: This is thinly veiled jealousy, hatred, and toxicity masking as a critique. ‘Taylor Swift Fatigue’ is a misogynistic label at the core of an overexposure narrative that is forced on every single woman in the public eye. She’s creating art. She’s releasing art. Expecting her to siphon her success to make it more palatable for you is absolute insanity. Her true fans love and support her—whatever and however much she decides to do. No one is forcing anyone to listen, watch, engage, or write ludicrous, hollow critiques for click bait. Go find less.

“Our new boss is a raging b*tch.”

”This division has been toxic for years, and she was hired to clean up the mess. She is the first administrator who took the time to ask my opinion and get to know me. The people complaining the loudest are the ones causing the majority of the problems. Being a change-maker makes you a target. I appreciate her kindness and creativity , and she has my full support.”

Unlike Taylor Swift, most targets of workplace bullying don’t have an enthusiastic chorus behind them knocking back the naysayers, yet community builders have the power to morph from complicit contributors to courageous confrontors, shutting the attacks down. To stand on the precipice of the bullying cycle and say “stop” is risky business, jeopardizing one’s own belongings, for " old habits die screaming, " but they do eventually die. It’s time to “ push the reset button, we're becoming something new " at work.

Matt Stevens and Shivani Gonzalez. Taylor Swift Has Given Fans a Lot. Is It Finally Too Much? New York Times. April 22, 2024.

Dorothy Suskind, Ph.D., is an Assistant Professor in the Education and Counseling Department at Longwood University in Farmville, Virginia. Her research focuses on workplace bullying.

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Bullying in the Workplace

Jul 10, 2014

160 likes | 315 Views

Bullying in the Workplace. Think bullying happens only on the playground?. Dottie Mersinger. "bosses and toddlers with too much power, act alike .“ ~ Lynn Taylor. Common Bullying Tactics. Falsely accusing someone of “errors” not actually made .

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Presentation Transcript

Bullying in the Workplace Think bullying happens only on the playground? Dottie Mersinger

"bosses and toddlers with too much power, act alike.“ ~ Lynn Taylor

Common Bullying Tactics • Falsely accusing someone of “errors” not actually made. • Staring, glaring, being nonverbally intimidating and clearly showing hostility. • Using the “silent treatment” to “ice out” and separate from others. • Yelling, screaming, and throwing tantrums in front of others to humiliate a person.

Common Bullying Tactics • Stealing credit for work done by others. • Abusing the evaluation process by lying about the person’s performance. • Rebelling for failing to follow arbitrary commands. • Using confidential information about a person to humiliate privately or publicly.

Heard this? The term for being made to feel stupid is “PIMP,” which stands for put in my place.  • Often heard in medical education

Not Bullying? Actions not usually considered workplace bullying: • A manager who shouts at or criticizes all of his or her employees. • A co-worker who is critical of everything, always takes credit for successes and passes blame for mistakes, and/or frequently makes hurtful comments or jokes about others. • Negative comments or actions that are based on a person's gender, ethnicity, religion, or other legally protected status.

Who Are the Bullies? • Co-worker or boss • Could be a type “A” personality • Driven, competitive, easily frustrated, and verbally abusive • Two-faced in nature • Crave power and control • Are Manipulators • Use charm and deceit

Effects of Bullying • Workplace bullying is a health hazard • Workplace bullying is behavior, often repeated, by one or more employees, that humiliates, victimizes, undermines or threatens another employee or employees, and thereby creates a work related risk to personal health or safety.

Effects of Bullying Workplace bullying can have serious effects, for instance: • Stress • Absenteeism and low productivity • Low self-esteem • Anxiety/Panic Attacks • Depression • Digestive upsets • High blood pressure • Insomnia • Relationship trouble Loss of sleep • Post traumatic stress disorder  • Suicide.

Identify Bullying • Is it bullying? • Beti and the Resident

Bad for Education Administration • High turnover rate in coordinators and GME personnel • Low productivity • Lost innovation • Difficulty hiring quality employees and matching the best residents and fellows as word spreads that the program/institution has a malignant environment.

What can you do? • Document incidents • keep a journal with details, dates and names • Report incidents to HR or management • Stand-up to the bully but don’t do it alone • If unsuccessful with tactics find another job • Resort to legal options

Bullying goes criminal Here are five ways your workplace bully might be doing something illegal: • Targeting the weak - Discrimination • Targeting the different - Discrimination • Sudden change in circumstances – Discrimination/ retaliation • Stalking/ Cyberstalking • Assault/battery

Survey • Are you constantly being criticized? • Being treated differently than your colleagues? • Get the eye rolls, stares and disrespected in meetings? • Get left of the invitation list more than once when everyone else in the department was invited?

HWB • 26 States since 2003 have introduced the Healthy Workplace Bill -- No laws have yet been enacted • 15 states with 21 bills active

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The Role of Emotional Intelligence in Leadership | Rob Volpe | 566 Leveraging Thought Leadership

In this episode of "Leveraging Thought Leadership" with host Peter Winick, the guest is Rob Volpe, a keynote speaker, award-winning author, and trainer who focuses on promoting empathy in the workplace. Volpe is the author of "Tell Me More About That: Solving the Empathy Crisis One Conversation at a Time," and founder and chairman of Ignite 360, a marketing and research firm that emphasizes empathy. Volpe discusses his journey to becoming a thought leader, starting from a background in Hollywood where he became interested in marketing and understanding human behavior. His journey eventually led him to realize that empathy was the key to his success. Through storytelling, he shares how empathy can be used to understand others and build better relationships, which also contributes to improving business outcomes. He recounts his experience growing up in a small town in Indiana, where he used empathy as a survival skill to navigate bullying. This led him to understand others' perspectives, even when he didn't agree with them, and helped him develop a communication style that fostered positive relationships. Volpe addresses the question of whether empathy is innate or developed. He likens it to a muscle that needs constant exercise to grow stronger, emphasizing that leaders should promote empathetic cultures. However, he notes that many CEOs struggle with empathy, as they fear losing respect if they show vulnerability in the workplace. Despite these challenges, Volpe believes that a culture of empathy can improve business metrics. Studies are emerging that support this idea, demonstrating that empathetic organizations perform better over time. The challenge, however, lies in changing long-held beliefs about workplace dynamics and encouraging a shift toward embracing emotional intelligence (EQ). Finally, Volpe discusses the services he offers through Ignite 360 and his keynotes. His audience includes professional workplaces where empathy can improve customer service, finance, and other functions that require a higher degree of emotional intelligence. He provides training and presentations that help organizations understand and apply empathy to create better work environments. Three Key Takeaways: • Empathy as a Core Skill: Rob Volpe emphasizes the importance of empathy in both personal and professional contexts. He shares how empathy can be developed like a muscle through consistent practice and active engagement. This skill not only improves workplace dynamics but also enhances customer relationships and overall business performance. • The Role of Empathy in Leadership: Many CEOs recognize the need for empathy in fostering a positive workplace culture, yet many struggle with vulnerability and fear of losing respect. Volpe underscores the importance of empathetic leadership in setting the tone for an organization, encouraging a shift toward embracing emotional intelligence (EQ) despite long-held corporate beliefs. • Empathy's Impact on Business Success: Volpe discusses studies that demonstrate a correlation between empathetic organizations and better business outcomes. He points out that while industries like tech and healthcare may not traditionally prioritize empathy, they can benefit from embracing it to improve customer experiences and employee satisfaction. His work at Ignite 360 aims to help organizations build empathetic cultures to drive better performance over time. Rob's business is empathy but it can be hard to create offerings around soft skills.  If you have big ideas around EQ but are struggling to bring that content to your audience in a meaningful way, Peter Winick and the Thought Leadership Leverage team can help you!

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Addressing Bullying in North Carolina Middle Schools

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• April 26, 2024
• Affiliation: Gillings School of Global Public Health, Department of Health Policy and Management
• ORCID: https://orcid.org/0000-0002-5939-4572
• North Carolina is among the ten states with the highest rate of bullying in the United States. In North Carolina middle schools, 38.2% of students report bullying on school property. Female students in North Carolina are more likely to be bullied in both middle school and high school. Bullying can have long term mental and physical health effects on children. In this paper, we propose several policy options to reduce the risk of bullying and its health effects. These policies were compared using several evaluation metrics. Stakeholders were also considered. We propose a group counseling pilot program in 10 high-need schools in North Carolina. The pilot would provide mental health support to both bullying victims and bullies. This paper outlines the pilot program, budget, and how the program will be evaluated. We highlight the need for expanding counseling interventions for bullying if the pilot proves effective.
• https://doi.org/10.17615/1qbp-rn76
• Capstone Project
• In Copyright
• Master of Public Health

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