Workplace Bullies

Bullying is much in the news, and sometimes workplace bullying is mentioned.  Identifying bullying in the business world is problematic, because certain management styles are admired.  Usually these are characterized by adjectives such as “dynamic”, “tough”, “single-minded”, “results-oriented”, and others you can name.  The difficulty comes from the range of behaviours that create these images.  Some are good and some are bullying.

If a subordinate is bullying others, as a manager you have the responsibility to deal with the destructive behaviours.  Otherwise, the bully will gain confidence, and your management reputation will suffer in the eyes of other staff and probably colleagues.  Usually the organization’s disciplinary process will be effective: formal discussion, formal warning, suspension, dismissal.  If you need advice on how to differentiate the bullying actions from legitimate workplace behaviours, educate yourself through internet, organizational, or professional resources.

Bullying by senior managers is much more difficult to handle and more common.  If someone in another department is bullying you or other staff, discuss the situation with your boss and ask for resolution to improve organizational performance.  If your boss is bullying you, documentation is the key to working through the process for challenging inappropriate behaviour.  The Alberta Government offers an extensive tip sheet on how to identify and work through the issues. 

In all cases of bullying, focusing strictly on business goals and requirements is the safest and most effective approach.  Other people do not have to change their personalities to keep their jobs and work relationships, but they do have to change their actions and words to adhere to organizational and legal standards.  Accomplishing the most work by the most people means that everyone must feel comfortable in the workplace.