When a Colleague Turns Into a Bully: How to Respond When They’re Rallying the Team Against a Co-Worker

Workplace bullying is tough to deal with, but it becomes even trickier when the bully isn’t just targeting one person—they’re also rallying others to their side. Have you ever seen a colleague start to build a case against someone, quietly turning the team against them? It’s a toxic game that can destroy morale, harm productivity, and seriously hurt the person being targeted. If this is happening at your workplace, it’s important to know how to respond. Let’s talk about the signs, how to intervene, and what steps you can take to protect both the team and the person being targeted.

Spotting the Signs: The Subtle (and Not-So-Subtle) Ways Bullies Operate

Not all workplace bullying is loud or obvious. In fact, some of the most damaging bullies operate under the radar, using manipulation and exclusion to rally others against their chosen target. This kind of behavior is known as “blackballing,” where the bully slowly builds a case to socially isolate and discredit a team member (New Workplace Institute, 2015). These tactics often involve subtle, underhanded comments that create doubt about the target’s abilities or character. Before you know it, the rest of the team starts to believe the narrative the bully is crafting, even if it’s not true.

Bullies may use tactics like:

• Undermining the target’s work: Constantly criticizing or nitpicking small mistakes to paint the target as incompetent.
• Gossiping or spreading rumors: Sharing negative, often exaggerated stories to tarnish the target’s reputation.
• Excluding the target: Leaving them out of important meetings or social events to make them feel isolated.
• Using power dynamics: Leveraging their position to subtly intimidate the target or turn others against them.

If you’ve noticed this happening on your team, don’t brush it off. Workplace bullying can have serious mental and emotional effects on the person being targeted, and it can destroy team dynamics.

Why Bullies Do It: The Psychology Behind the Behavior

Why would a colleague go to such lengths to tear someone down? Sometimes, it stems from jealousy, insecurity, or a desire for control. In other cases, bullies are threatened by the success or competence of the person they’re targeting, and they use bullying as a way to eliminate competition (New Workplace Institute, 2015). Whatever the reason, it’s important to understand that bullying is about the bully’s need for power and dominance—not a reflection of the victim’s worth.

Often, the bully’s behavior is part of a broader strategy to strengthen their own standing within the team. By rallying others to their side, the bully creates an "us vs. them" dynamic that makes it harder for the target to defend themselves. This can leave the target feeling powerless, isolated, and unsure of how to fight back.

How to Respond: Don’t Be a Bystander

If you witness a colleague bullying someone and building a case against them, it can be tempting to stay out of it. After all, you might think, “It’s not my problem.” But the truth is, staying silent only allows the bullying to continue. The first step in responding is acknowledging that this behavior isn’t just harmful to the target—it’s toxic to the entire team. Here’s how you can intervene effectively.

1. Document What You See

Before you confront the bully or report the situation, it’s crucial to have a clear understanding of what’s happening. Start documenting specific incidents where the bully’s behavior crosses the line. Write down dates, times, and details of any conversations, meetings, or actions that seem targeted or unfair. Having concrete examples will help you build a case if you decide to report the bullying to HR (University of Mary Washington, 2023).

2. Support the Target

Being the target of bullying can be incredibly isolating, especially if the bully is working to turn the entire team against the person. One of the best things you can do is show support. Let the person being targeted know that you’ve noticed what’s going on, and offer to be a listening ear. Sometimes, just knowing that someone else sees what’s happening can be a huge relief. Be careful not to exacerbate the situation by gossiping—stay professional and empathetic in your approach.

3. Confront the Bully—If You Feel Safe

If you feel comfortable and safe doing so, you might choose to confront the bully directly. This doesn’t mean getting into an argument or trying to call them out in front of others. Instead, consider pulling them aside for a one-on-one conversation. Let them know that you’ve noticed the way they’ve been treating the target and express concern about the impact it’s having on the team. Sometimes, bullies aren’t aware of how harmful their behavior is (though, to be fair, many do know exactly what they’re doing).

Keep the conversation professional and focused on behaviors, not accusations. For example, you could say something like, “I’ve noticed that you’ve been pretty critical of [the target] lately. I’m concerned that this could hurt team morale. Is there a reason you feel this way?”

4. Report the Bullying to HR or Management

If the bullying continues or escalates, it’s time to involve HR or management. Workplace bullying violates most companies’ respectful workplace policies, and it’s the responsibility of HR to address these issues. Be prepared to provide the documentation you’ve gathered and be as specific as possible about the behaviors you’ve witnessed (QRGLaw, 2023). HR will likely investigate the situation and take appropriate action.

In some cases, HR may not respond as quickly or effectively as you’d hope. If that happens, don’t hesitate to escalate the issue to higher management, especially if the bullying is severe. It’s also important to remember that workplace bullying is illegal in many places, and the victim may have legal grounds to pursue action if the behavior is egregious.

How to Protect Yourself in a Toxic Environment

Witnessing workplace bullying can take a toll on everyone involved—not just the target. If you find yourself caught in the middle of a toxic team dynamic, it’s important to protect your own well-being. Here are a few steps to consider:

1. Maintain Professional Boundaries

When things get toxic at work, it can be tempting to get sucked into the drama. Try to stay focused on your job and maintain professional boundaries. Don’t engage in gossip or back-and-forth arguments with the bully or their supporters. Instead, continue to do your work to the best of your ability and distance yourself from the toxic behavior.

2. Seek Support from Colleagues

Chances are, you’re not the only one who has noticed the bullying. Reach out to trusted colleagues to see if they’re willing to stand with you in addressing the issue. Having the support of others can strengthen your case and help HR or management take the problem more seriously. Bullying thrives in environments where people stay silent, so building a coalition of supportive colleagues can be a powerful way to push back against toxic behavior.

3. Consider Your Long-Term Career Goals

If the bullying is severe and HR or management doesn’t take appropriate action, you may need to consider whether this is the right place for you to continue working. A toxic work environment can have long-lasting effects on your mental health, job satisfaction, and career growth. If you’ve exhausted all other options and nothing changes, it may be time to explore new job opportunities where you’ll be supported and respected.

When to Seek Legal Help

In some cases, workplace bullying crosses the line into illegal behavior, such as harassment or discrimination. If the bullying is based on race, gender, sexual orientation, or another protected characteristic, the target may have grounds for a legal case (University of Mary Washington, 2023). Encourage the person being targeted to document everything and consider speaking with an employment attorney if they believe the behavior is violating their rights.

Conclusion: Speak Up and Support Each Other

Workplace bullying is toxic for everyone involved, and it’s especially harmful when the bully starts to build a case against a team member, turning the rest of the team against them. If you see this happening, don’t stay silent. Document what’s happening, support the target, and speak up when you can. Whether it’s through direct confrontation, reporting the issue to HR, or rallying colleagues to take a stand, your voice can make a difference in stopping the bullying before it causes lasting damage.

At the end of the day, every employee deserves to feel safe and respected at work. If your workplace is allowing bullying to continue, it’s not just the victim who suffers—it’s the entire team. So don’t hesitate to step up, speak out, and make sure that your workplace remains a respectful, productive, and inclusive environment. Take care out there, and keep leading with heart!

References

New Workplace Institute. (2015). Workplace bullying, blackballing, and the eliminationist instinct. Retrieved from https://newworkplace.wordpress.com/2015/10/01/workplace-bullying-blackballing-and-the-eliminationist-instinct/

QRGLaw. (2023). Workplace bullying: The legal checkup newsletter. Retrieved from https://www.qrglaw.com/the-legal-checkup-newsletter/workplace-bullying/

University of Mary Washington. (2023). Respectful workplace policies: Workplace bullying. Retrieved from https://adminfinance.umw.edu/hr/employee-relations/respectful-workplace-policies/workplace-bullying/