Workplace Bullying

“Itni si baat tumko samajh main nahi aati hey kya? (Don’t you understand something so small?)”

“You are utterly useless. I don’t know why I even hired you in the first place.”

Have you come across such statements, usually spoken in a raised voice, at your workplace? If yes, then you have witnessed workplace bullying up close and personal. A majority of us would have either faced a bully, or would have acted like one (albeit unknowingly) in our careers. This article attempts to identify workplace bullying and tries to suggest workable solutions to deal with it.

What is workplace bullying?

As per US based Workplace Bullying Institute, it is “repeated, health harming mistreatment of one or more persons (the target) by one or more perpetrators.” This behavior towards the target can be threatening, humiliating, intimidating or a combination of all. Bullying results in interference in one’s work, resulting in the task at hand getting incomplete. In its extremities, workplace bullying can also occur in the form of physical and verbal abuse.

Compared to school bullying, this type of harassment is different as the perpetrators operate within the rules and regulations of their respective organizations.

Reasons for workplace bullying

A bully’s behviour may be a result of their own lack of self-esteem. The target could be better qualified, have better skills or could have achieved a certain level of success earlier than the perpetrator. These achievements tend to “question the authority” of the bully, making them feel threatened or worse, redundant in the organization. Praise from the manager, cooperation from co-workers, excellence in delivery by the target can act as “triggers”, touching upon the basic insecurity of the bully, making them bring out their behaviour. Oftentimes, this behaviour is justified by the perpetrator using terms such as “positive feedback”, “learning the hard way”, “teaching the ropes of the business” etc.

Bullying is an attempt to hide one’s own incompetence. The targets are viewed as direct threats and the perpetrators bully them in an effort to prevent their own inadequacies from getting revealed to others in the organization/ team.

Some behaviours/ patterns that make up workplace bullying are:

• Language: Use of abusive, insulting, or offensive language
• Volume: Raising voice while talking/ explaining, yelling, shouting
• Physical: Unwarranted physical contact or threatening gestures
• Background: Making unwarranted comments about a persons’ family, education, background, cultural beliefs, upbringing etc.
• Rumours: Spreading unrequired images, voice mails, audio, video that the other person may or may not have shared in confidence. This also includes sharing media made available by the target on their personal social media platforms and twisting them to suit the perpetrator’s agenda
• Disturbance: Unnecessarily disturbing the target while they are working or interrupting their work. This includes unnecessarily using the target’s personal property
• Public humiliation: Not allowing the target to speak during group meetings even when they have a valid point, or, discouraging their ideas even if they are helpful. This extends to comparison of the target with any other employee or object
• Blame: Consistently blaming the target even when they are not at fault
• Taking credit: The perpetrator takes credit for the efforts undertaken by someone else. This is one of the most commonly identifiable traits of a bully.
• Isolation: The target is purposefully excluded, isolated or marginalized from normal work activities
• Burdening with work: The target is given work well beyond their skill existing role or skill set. This is usually accompanied by unrealistic, or frequently changing deadlines
• Denying information: Information required to undertake regular day-to-day activities are withheld, making task execution difficult for the target
• Micromanaging: Monitoring the target’s work very closely or excessively
• Reminding of past errors: Constantly bringing up past mistakes and setting them up as a precedent for present and future evaluation of work

These are just a few of the many cases that indicate a bullying behaviour at the workplace. Employees should be on the lookout for such small hints before they escalate and turn into irrevocable damage.

How does one identify a bully?

In a corporate scenario it is very difficult to identify and pin-point a bully. Their behaviour differs from person-to-person. It is possible that in a small unit/ organization, a bully could be targeting only one employee while maintaining cordial relationship with everyone else. This makes the job of the target difficult as they are unable to gather help from their coworkers.

It many cases, the bully is usually the supervisor, or someone senior to the target. Occasionally, they can be peers or subordinates. Dealing with a bully when they are seniors is a tricky line to tread. The targets refrain from raising their voice for fear of repercussions. The repercussions can be in the form of trouble during appraisals, poor feedback on the work, or more bullying.

Given the delicate nature of corporate relationships, one needs to keep their eyes and ears open in order to identify any abusive or harassing behaviour. Employee education about corporate etiquettes and behavioural do’s-and-dont’s are a must to empower employees across all levels so as to generate confidence among them.

Sexual harassment vs. bullying

Having knowledge about workplace bullying may lead us to draw parallels between that and sexual harassment. However, in terms of conduct as well as in legal aspects, these are two separate activities.

To understand their differences, it is important to look at them through certain parameters. For instance, bullying is not a one-time offense. It is a repeated behaviour. Sexual harassment can be a one-time behaviour. While bullying arises out of perpetrator’s insecurity, sexual harassment may be a result of perpetrator’s inflated sense of self.

As per Jessica L Westerman of legal firm Katz, Marshall and Banks, screaming bosses, co-workers who intentionally undermine one another’s success, and supervisors who set what seem like impossibly high standards can make for an objectively ‘hostile’ work environment. But, only employees who are bullied or harassed because of their sex can assert claims for sexual harassment against their employers.

Both the situations at workplace are counterproductive to work. Both should be bought to the notice of the employer so that immediate action can be taken. The employees, before registering their complaint, need to understand whether their grivience is that of bullying or that of sexual harassment. Clear and definitive organization policies can help a target in determining this.

How to deal with a bully at workplace?

Once the problem has been identified, there are a few ways in which the target can deal with their workplace bully.

• Speak up: One of the most difficult thing to do is to gather enough mental bandwidth to speak up against a bully. It is also the most important one. There is a possibility that the aggressor may not be aware of their actions. Thus, speaking up may make them look in the mirror to evaluate their actions. Do note that while speaking up the target should not raise their voice, or act in any manner that may be construed as “threatening, violent or improper”. This can be used against the target, damaging their case
• Keep the evidence: Any mail, message or media that can help build a case against the bully should be saved and secured. It is also advisable to keep a tracker and the corresponding documents of the work done by the target so as to present as the target’s proof of performance
• Research company policies: It may be possible that employees may not be able to raise concerns simply because they are unaware of company policies regarding the matter. Therefore, before taking any official action, the employee must educate themselves on the organizations’ policies on harassment and bullying
• Talk to a co-worker: It is advisable for the target to share their concerns with an office friend, preferably someone who has been in the organization longer than them. Their colleague can help guide them regarding how to deal with the perpetrator. And as a last resort, HE (or someone in power) can be involved to intervene

No employee should suffer the torment of bullies. Awareness regarding this can go a long way in avoiding escalations.

What to do if your colleague is a bully?

As a corporate citizen, it is our duty and responsibility to stand up to bullies. There are a few ways in which we can do that.

• It is important to make your colleague understand their behaviour is impacting their colleague and consequently, the organization
• Discussions can be initiated to understand the root cause of the perpetrator’s actions. Is something at home bothering them? Are they happy with their current station in life? This can provide insights into the perpetrators’ behaviour
• Bullying can also occur if the perpetrator has some prejudices rooted in their culture and upbringing. In today’s cross-cultural and multi-geographical organizations, it is even more important to let go of ingrained biases for overall organizational health
• Help the perpetrator to understand the repercussions of their actions. If they can understand that they might be scrutinized they will try to keep their behaviour in check
• Lastly, if none of the mediation techniques work, one needs to approach the HR

Promoting a healthy and conductive work environment is the responsibility of every employee. If we are not raising concerns against any negative behaviour then we are, indirectly, supporting such behaviour.

What to do if your colleague is bullied?

If any colleague is getting bullied, chances are they will be hesitant to speak up about it. As a third party or the ‘observer’ one can gently nudge the target to confide in them and to open up. Sharing the concern of the target will help them regain confidence and ease heir mental burden.

If the target is unaware about company policies/ protocols then they should be made aware of the same. If the third party does not wish to get involved then HR can be requested to inform the target of the same.

If it has been decided that a formal complaint will be lodged by the target then it is the moral duty of the third party to assist them in building their case. The mere thought of going through proper channels can seem herculean to the target. Giving them emotional support is one way to help them deal with the crisis.

It should be remembered that in whichever capacity the target chooses to involve the third party (as a friend, colleague etc.) their thoughts and shared in confidence. They should not be a subject of gossip with other employees. Remember, spreading gossip and rumours is also a form of bullying within professional workplace.

Legal protection against workplace bullying in India

Unfortunately, while there is a law against sexual harassment at workplace in India, there is no law for prevention against non-sexual harassment at workplace. These issues are dealt using various sections of IPC such as Section 339 (wrongful restraint), Section 340 (wrongful confinement), Section 506 (punishment for criminal intimidation), Section 323 (punishment for voluntarily causing hurt) and Section 306 (abetment of suicide).

Under such scenarios, it is the corporate responsibility of the employer to ensure that there are adequate guidelines and processes in place for prevention of bullying, as well as for grievance redressal and conflict resolution. Doing so would result in a fair, just and approachable system.

Conclusion

Harassment, both sexual and non-sexual, is detrimental to a conducive workplace. It is the moral obligation of both the organization as well as individuals to tackle it. In times like these, where costs of employee attrition are way higher than employee retention, a system to tackle these is the need of the hour. Absence of such mechanisms might result in organizations losing their precious talent pool.

If you have any instance wherein you came across a bully, or were bullied, please share how you were able to handle it.

References:

• https://www.workplacebullying.org/individuals/problem/definition/
• https://shr.ucsc.edu/elr/abusive-conduct-and-bullying-in-the-workplace/examples-of-bullying-behavior.html
• https://www.cbsnews.com/news/understanding-the-reasons-for-workplace-bullying/
• https://en.wikipedia.org/wiki/Workplace_bullying
• https://www.kmblegal.com/employment-law-blog/what-difference-between-workplace-bullying-illegal-sexual-harassment
• https://www.ebiinc.com/resources/blog/a-closer-look-workplace-bullying-vs.-harassment-workplace-violence
• https://www.themuse.com/advice/how-to-deal-with-workplace-bullies
• https://www.thebalancecareers.com/how-to-deal-with-a-bully-at-work-1917901
• https://www.ccohs.ca/oshanswers/psychosocial/bullying.html
• https://blog.ipleaders.in/anti-workplace-bullying-laws/
• https://www.forbes.com/sites/markmurphy/2018/10/21/five-ways-to-shut-down-workplace-bullying/#35a18279e711