How To Deal With Bullying At Work

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HO W TO ... deal w ith bullying at work

Mental Health

P r o m o t i o n Se r i es



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“ I used to be known as a conf ident high-f lyer, but since he

took over I know my confidence has been undermined andI feel under stress at work. He just picks on me constantly; itseems nothing I ever do is right. I am just always depressedboth at w ork and at home now. It really can’t go on, butwhat can I do, I need this job?”

W orkplace bullying gradually w ears people dow n. It m akes

them feel belit t led and to tally inadequate. It ’s bad for t heindividual and for t he o rganisation t hey w ork fo r. But it ’sa problem tha t can b e diff icult t o ident ify and tackle. Thisbooklet explains how and w hy bul ly ing takes place, andw hat can be d one ab out it . I t also sugg ests w here to gofor further information and advice.

W hat is w orkplace bullying?Bullying is a pro blem th at’s hard to m easure, and stat istics abo uti t are open t o argum ent. But th ere’s no do ub t abo ut th e m iseryi t causes. It ’s on e of th e m ost d estruct ive and end uring w orkp lacem enaces, dam aging t he w ork ing lives o f m en and w om en. Thepro blem is m uch greater th an w as previou sly th ou gh t, as researchp ro ject s over the last f ive years have consisten tly sho w n. It h as beenlikened to a cancer th at creeps up on som eone lon g befo re th ey

are aw are of w hat i t is th at is m aking th em feel its i ll ef fects.

Bul ly ing is not about someone being bossy. I t ’s not about theoccasional ang ry ou tb urst abo ut m eeting w ork t argets or reachingand m aintaining stan dards. It ’s abo ut persisten t cr it ic ism andcondem nat ion. If som eone is to ld o f ten eno ugh that t hey arestupid, hopeless and not up to the job, they are l ikely to startbel ieving i t and im agine i t ’s ent i rely their ow n f aul t .

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HOW TO... deal w ith bu l lying a t w ork

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Mental Health Promot ion

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Put sim ply, w ork place bu llying m eans som eon e abusing his or h er

po w er or position . It is of fen sive discrim ination th rou gh persisten t,vindict ive, cruel or humil iat ing attempts to hurt, cr i t ic ise andcondemn an indiv idual or group of employees.

It ’s an abu se of po w er or po si t ion to :• un derm ine an indiv idu al’s abi li ty, causing th em to lose thei r

self-confidence and self-esteem• int im idate som eone in a w ay th at m akes him or her feel very

vulnerable, alon e, ang ry and po w erless.

It is typ ical for t hese attacks on som eon e’s perf orm ance to beun predictable, unreason able and of ten un seen. The behaviou rcan cause constan t stress and anxiety and grad ual ly m ake th eem ployee lose fai th in t hem selves. Il l health and m ent al distresscan be a direct result.

W hy can it be h ard to recogn ise bu llying?Recognising bullying is a major problem, because it is rarely confinedto obviously unkind remarks or open aggression. Undercoverbu llying is m uch m ore hidd en, underhand and diff icult to confront ,especially fo r those w hose con fidence and self-esteem have alreadybeen undermined by i t . Because i t ’s so di f f icul t to ident i fy in thew orkp lace, i t requ i res m uch m ore invest igat ion.

M ost b ul ly ing at w ork is no t b latant ph ysical v io lence bu tpsychological violence – a hidden yet repetit ive process, typif iedby sm all event s and persisten t harassm ent . It can tak e app arent ly‘harm less’ fo rm s, for exam ple, w hen som eone ob ject ing to a jokeor ap parent ly inof fen sive rem arks can be accused o f lacking inhu m ou r or tak ing th ings to o ser iou sly. These th ings m ake th eirimpact through the dr ip, dr ip ef fect of dai ly repet i t ion.



HO W TO ... deal w ith bu l lying a t w ork

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Examples of open bullying

• ph ysical violence• sho ut ing or sw ear ing at som eone in pu bl ic or pr ivate• instan t rages over tr ivial m att ers• hum ilia t ing som eone in f ront o f co l leagues• igno r ing or isolat ing som eone in pu bl ic , del iberately• tak ing d isc ip l inary act ion o ut o f th e blue• never listening to th e oth er person ’s po int o f v iew• label ling and n am e-call ing

• person al insults or r id icule• sarcasm• sm ear cam paigns

Examples of hidden bullying• constant ly un dervaluing ef for t• p ersisten t crit icism• sett ing d eadl ines or o bject ives th at are im po ssible to achieve

• m ov ing the goa l-posts• w ithh olding inform at ion and blam ing th e person fo r igno rance• spreading m alicious, unf ou nded rum ou rs• igno r ing , excluding an d isolat ing a person• mak ing th rea ts• rem oving areas of respo nsibi l ity fo r no real reason• giving m enial or tr iv ial tasks• steal ing id eas and credit fo r achievem ent s

• g i ving to o lit t l e o r too m uch w ork• b lock ing p romot ion• refusing reason able requ ests fo r ho l idays or f or t rainin g• constant ly overrul ing th e person ’s auth or i ty• m oni tor ing every th ing t he person does• b lam ing t he person w henever th ings go w rong

A bu lly w ill usually com bine variou s types of beh aviou r. Over tim e,

being o n t he receiving end of th ese tactics can am ou nt to to rture,m ak ing g row n m en and w om en w eep and f ractur ing careers.



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Unconscious bullying

Bul lying can b e unint ent ional – the bu l ly m ay be un aw are of th eirm ot ives and of th e fu ll effects of his or her behaviou r (and th e targetof th is behaviour m ay no t p inpoint the sou rce of t heir low m oraleand general unhappiness). The b ully m ay be aw are of causing othersof fence, bu t m ay characterise their ow n behaviou r as being stron gm anagem ent or po si t ive hand s-on sup ervision.

Deliberate bullying o ccurs w hen som eone constan tly and vind ictively

picks on a person, whi le disguising this behaviour from others.

It d oesn’ t m atter w heth er or not som eone consciou sly intend edto be hurtful. What counts is whether their behaviour is acceptableby no rm al stand ards, and w heth er it d isadvantages the oth er person .

W hy do people bully?

There are a num ber o f reason s w hy people use bu llying behavioursat w ork, bu t w hat sho w s up across a num ber of stu dies is th atbul l ies have a need to control others by open or indirect means.

Bul lying seem s to be a basic hu m an im pu lse, and can occurw herever peo ple int eract in som e w ay. The b ehaviou r crossesgender, age, colour and race. There’s no stereotypical bully andbu l ly ing can’ t be p inned o n a part icular person ali ty type or to

fixed w ays of beh aving at w ork . Each case of bu llying is diff erent ,and t akes place w ithin a com plex w eb fo rm ed by the person alities,psycho log y, organ isat ion al sett ing an d w ider con text involved.

On e sug gested m ot ive is th at b ul l ies are driven b y envy, andinsecurity about th eir ow n com peten ce. This em erges in t heir desiret o k eep an y po ssible rivals d o w n . Bullyin g is essent ially cow ardlybeh aviour – t he b ul ly hides his or h er ow n inad equ acies, m aking

ou t th at the ir ow n fau l ts be long to t he oth er person or people.M ost bullies are in positions of authority – m anagers o r sup erviso rs.



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The targets of bullying

The person being bul l ied is often seen to be more capable,successful, popular or attractive than the bully. They are usuallyabove-average p erform ers, m uch m ore eff icient and better at w hatth ey do th an t he b ully. This reason stands head and sho ulders abovethe others that are usually given for being targeted, such as race,gen der o r d isabi l ity, being vulnerable, t im id o r u nassert ive, orhaving blow n t he w hist le abou t u nacceptable pract ices – suchas bullying.

How can I know w hether I am be ing bullied?“ Going to w ork sudd enly seem s like enter ing a w ar zone w itho uta weapon. I think I am being bul l ied, but surely bul ly ing stops atth e scho ol g ates, do esn’ t i t?”

Do you feel that :• th e w ork ing relat ionship feels di f ferent f rom any you have

previously experienced?• you are be ing constant ly ‘go t a t ’?• your w ork is criticised, even tho ugh you kn ow th at you r standards

have not sl ipped?• you are beginn ing to quest ion w hether the m istakes you ’ re

supposed to have made real ly are your faul t?

If t his is an accurate picture of w hat is happ ening t o you at w ork,

and i t w asn’ t t ru e before, ask yourself w hat h as changed?• do you h ave a new bo ss?• has pressure on you r current bo ss increased?• have you recent ly chang ed jobs?• are you r object ives constant ly being chan ged ?• are you un der m ore person al scrut iny?• are you feel ing less involved?• are you being asked to perfo rm roles ou tside you r job

descript ion?



Is it b ullying, bo ssiness or stron g m ana gem ent ?

Som eon e w ho is bo ssy or do m ineering is certainly being ag gressive,bu t w i ll take respo nsibi li ty fo r th eir act ion s and i ts con sequ encesin such a way that other people can comfortably deal wi th i tseffect. Providin g t he b ossiness do es no t int erfere w ith t he r igh tsand w ell -being of anybo dy else, it is a legi t im ate. But i t is rath eran ineff ect ive use of po w er, w hich is usual ly sho rt- l ived.

Bul ly ing is no t t he sam e as st ron g m anagem ent, b ut bu l ly ing

of ten spreads downwards f rom a senior person tak ing whatth ey feel is a ‘stro ng l ine’ w ith em plo yees. Al l m anagers havethe r ight t o m anage and are g iven th e auth or ity they need t odo so. But t hey need to consider:• is th e cri t icism con stru ct ive or d estru ct ive?• is th e cr it icism abou t th e m istakes or abou t th e person w ho

m ade t hem ?• is i t designed t o m ake the person aw are of t hei r error and t o

get i t r ight in f u tu re, or just t o h um il ia te them ?

The l ine betw een stron g m anagem ent and bu l ly ing is crossedw hen th ere is a pu rpo sefu l, m alicious inten t. This is w hen hu rtingan employee or colleague – intimidating, upsetting, embarrassing,hu m i liat ing , of fend ing or u l t im ately destroying th em – is m oreimp or tant th an get t ing the task do ne.

A bullying cultureIn organisat ions that pride themselves on their strong, robustm anagem ent , bu l ly ing can soo n becom e par t o f the com pany ’sculture. The m anagem ent w i ll be seen b y their em ployees to beallow ing such b ehaviou r sim ply throu gh th eir inact ion. Certainorg anisation s are m ore l ikely to nu rtu re bu llying beh aviour. Theseinclud e: places th at are f iercely com pet it ive; w here th ere’s fear ofredun dan cy; w here people lack pro per training ; w here th ere are

poo r w ork ing rela t ion ships; w here m anagem ent is autho r itar ianand th ere’s l it t le consultation and no accept ed codes of cond uct.


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W hat’s the d ifference bet w een bu llying and h arassm ent?

Harassment means, l i teral ly, to trouble or annoy someonecon tin uo usly. To al l int ent s and pu rpo ses, th erefo re, bullying andharassm ent m eans th e sam e thing s. How ever, w e tend t o att achth e w ord h arassm ent t o con du ct th at fo cuses on particular aspectsof a person – th eir state o f m ental health , fo r instance, or th eirrace, colour, nationality, gender, sexual orientation, physical health,disability, impairment, beliefs, age, etc. In particularly nasty forms,this can include physical contact, obscene remarks and gestures,

go ssip, p ressure t o pro vide sexual favou rs, int rusion by p estering ,spying and stalking , or even b eing ph ysically att acked.

W hat are th e effects of b eing bull ied?The stress on peo ple w ho are slow ly and persisten tly und erm inedcan cause ph ysical and em ot ional sym pt om s. This of ten hap pensif th eir com plaint s abo ut i ll treatm ent are no t t aken seriou sly andpeo ple are left feeling angry and w ith a stron g sense of injust ice.

A s a ru le, bullying is no t a sub ject t hat ’s readily discussed am on gcolleagues, even t hou gh it m igh t b e happening to a num ber o fpeop le in th e sam e w orkp lace. Tho se w ho believe th ey alon e havebeen singled out fo r att ack m ay end u p f eeling it ’s th eir ow n f ault.This hap pen s despite t he f act t hat th e m ajori ty have a previou slyun blem ished w ork record – pr ior to th e arr ival of a new bo ss ora chang e of m anagem ent. Blam ing t hem selves m eans th at th eir

self-con f idence crum bles and th is un derm ines th eir perfo rm ance.In these circumstances, people are much more likely to start takingt im e o f f w o rk .

Bullying bring s un imagined m isery w ith po ssibly trag ic consequences.There are documented cases of people’s physical health beingdam aged , and m any m ore cases involving psycho logical distress,breakd ow n o f m ental heal th, or person ali ty change. An d t h is is

besides the f inancial problems people may have to face and theto tal d isrup tio n of careers. Bullying can also devastat e fam ily li fe.




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Report s high l igh t th at d ivorce is com m on , relat ion ships betw een

hu sban ds and w ives det eriorat e, and chi ldren g et less att ent ion .

Bul ly ing can provoke the fo l lowing symptoms:

Physical Psychologicalsleep lessn ess acu te an xiet yfeel ing sick pan ic att ackssw eat ing an d shak ing irrit ab ilit y

p alp it at io ns m o od sw in gsexcessive t h irst t earf u lnesssw eat in g an d/o r sh ak in g lo ss o f self -est eemexhau st ion lack o f m o t ivat io ncon stan t t ired n ess ob sessiveness an d w it h d raw alsk in com p lain t s dep ressio nloss o f ap p et it e su icid al t h o ug h tsloss o f lib ido backach e

in test in al p ro b lem s severe h ead ach es an d m ig rain es

Persistent, unpredictable, bullying attacks gradually creates suchfear in t he indiv idu al th at th ey f requent ly m ake up reason s fo rstaying aw ay from w ork . They can also d evelop feeling s of parano iath at i f t hey te ll ta les, th e bu l ly w i ll pursue t hem .

Violent feelings

If no -on e form ally ackn ow ledg es th e suf fering b eing experienced,m ost p eople being bu ll ied w i ll adm it to m urderous feelings abou tth e person w ho is m aking l ife a m isery. Targets of bu llying devot ea great deal o f t im e to im agin ing h ow they m ight get r id o f the irto rm ento r. Such f eel ing s are not un com m on ; it ’s an ou t let fo rpeople w ho are m enta lly t rying to put a stop to the constantround of crushing and destabi l is ing behaviour. Unfortunately,peo ple som etim es tu rn th ese feel ing s against t hem selves, and

suicide b ecom es th e f inal solu t ion .



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W hat can m ake em ployer’s pay m ore at tent ion?

“ The though t o f h aving to ge t up to g o to w ork causes m esuch pan ic and fear th at I am ph ysical ly sick” .

Bul lying in th e w ork place is i rrespo nsible m anag em ent , becausebu l ly ing dam ages al l th ose involved, especial ly th e o rgan isat ionitself. No bo dy un der fear of bu llying can cont ribu te h is or h er best.

Organisat ions m ay suf f er f rom :

• a threaten ing w ork ing env ironm ent• loss o f respect fo r m anagem ent and low m ora le• h igh ab sent ee rates and m ore stress-related i l ln esses• rapid chang e of staf f and cost ly ret ra in ing• redu ced product ivity and prof i ts• increased chances of law suits and cost ly sett lem ent s• loss of c lient or custo m er con f idence• bad p ub l ic ity and dam age to th e organisat ion’s im age.

W hat can I do abo ut b eing bul lied?Bul lying leaders control others by both threatening staff andcarrying ou t th eir threats. Their leadership is based o n fear andagg ression. Their po w er lies in f righ tening people to such an extentth at not hing is said. You r po w er lies in th e possibility that you m ightspeak o ut . But taking th at d ecision m ay not be easy. You m ay beafraid of making things worse. You may be bel ieved, or you may

be d ism issed as a trou blem aker or as som eon e w ho sim ply can’tcope. You m ay not know w ho t o com plain to , or be afraid th at theym ay take th e bul ly ’s side – th at i t m ay com e dow n t o you r w ordagainst t heirs. You m ay w orry that th e bully w ill f ind ou t retal iate.

In t he end , you m ay be lef t w i th t hree cho ices:• hand in your no t ice to escape the prob lem a ltog ether• accept w hat is happ ening b ecause of your f inancial

com m itm ents and your desire to w ork• stand f i rm and take ac t ion.


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W hat kind of action shou ld I take?

Conf ront ing the bullyThe m ost com m on and d ou bt less w ell -m eaning p iece of adviceis to confront the bul ly. Unfortunately, i t ’s more l ikely to enrageth an t o persuad e th em to see reason . It can result in an increasein th eir un w elcom e behaviour, and is gen erally un safe.

If , n on eth eless, you do decide on th is cou rse of act ion, staycalm and stand f i rm , and do n’ t a l low yourself t o b e a v ic t im .

Don ’ t take any act ion alon e i f you are afraid of losing con trol .

Get helpRather th an r isk con fron t ing th e bu l ly a lon e, seek im m ediateadvice from you r person nel, health , safety and w elfare off icers,or your union representat ive. Find out i f your employer has apo l icy on bu l ly ing and harassm ent . Fol low th e com pan y’s of f ic ialgrievances pro cedu res w ith th e help o f yo ur ad visers.

Try not to become isolated; seek support from fr iends andcol leagues as w el l as fro m th ose in aut ho ri ty. Rem em ber youhave a posi t ion of po w er because of your abi l ity or po pu lar ity.

Try to avoid si tuat ion s w here you are alon e w ith t he b ul ly. Try tohave oth ers at han d t o w itness bu llying inciden ts. Seek proo f o fth e bu llying as soo n as you ident ify it an d t alk t o co lleagues to see

i f they w i ll sup po rt you. You w i ll have to b e aw are that p eoplem ay w ell be nervou s of pu t t ing t hem selves in th e line of f i re.

Hang on to evidenceKeep a record o f t he incident s, and any relevant do cum ents suchas e-m ails, m em os and faxes you m ay have received. Log dat esand det ails of al l th e incident s th at cause you distress and all theun dermining, cutt ing remarks, or the attacks on your character or

person al abili ty. Inciden ts m ay seem trivial in t hem selves, b ut pu tto gether they can f orm a clear pattern.



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M ake sure you kno w exact ly w hat your job descript ion states so

th at you can check w hether th e respo nsibilities you are given m atchit. Keep copies of all annual app raisals and correspondence relating toyou r ability to do th e job . Keep everyone helping you inform ed o f alldevelopm ents, in w r it ing , and ask f or t hei r w r it t en respo nses.

ResignIt m ay w ell be that leaving your job becom es the b est o pt ion. Don’tregard this as defeat, but as a positive decision taken because things

are ot herw ise stacked against you – i t ’s your w ay of gett ing backin cont rol. Let your o rganisation kn ow w hy you are leaving. It m ayw ell help o th ers in fu tu re.

Legal act ionIf you w ish to pu rsue a legal c la im against you r em ployer forconstructive or unfair dismissal, or a personal injury claim, seekadvice from you r un ion in t he f i rst instan ce. If you have a w ell -

fo un ded case th ey w i ll take it u p on your b ehalf . You could alsoconsul t o ne o f t he o rganisat ions l isted op po si te for sup po rt .

W hat can I do to improve the w ay I feel?You are th e m ost im po rtant person is a ll of th is; loo king af teryou rself is th e m ost im po rtan t th ing. Pract ising som e basic self-assertiveness skills can h elp you to feel bett er abo ut you rself, andyou m ay f ind classes avai lable locally. A no th er w ay of helping

yourself is to set abo ut coun teract ing th e ef fects of th e bu l ly ing .Co un sell ing can b e very helpf ul in th ese circum stan ces.

References

Destruct ive Confl ict and Bul ly ing at Work Cary L. Co o p er,Helge Hote (British Occupational Health Research, London, 2000).



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Useful organisations

The A nd rea A dam s TrustM aritim e House, Basin Road Nort h, Port slade, Bright on , BN14 1W Ate l. /fax: 01 273 704 900 /901The o nly nat io nal chari ty dealing solely w ith th is sub ject.

British A ssociat ion fo r Cou nselling an d Psycho th erap y1 Regen t Place, Ru gb y, W arw ickshire CV2 1 2 PJ

te l. 0870 443 5252 , fax: 0870 443 5160e-m ail : [email protected] , w eb: w w w .cou nsell ing .co.uk

Cam paign A gainst Bullying at W ork (CABAW )M SF Centre, 33-3 7 M oreland Street , Lon do n EC1V 8BBte l. 020 7505 3054 , fax: 020 7505 3030

Chartered Institute of Personnel and Development (CIPD)

CIPD Ho use, 35 Cam p Road, Lon do n SW 19 4UXte l: 020 8971 9000 , w eb: w w w.cipd .co .ukProd u ces vario us pu blication s accessible via th e w ebsite

Trad es U nio n Con gressCo ng ress Ho use, 23 -28 Great Russell Street, Lond on W C1 B 3LSte l: 020 7 636 40 30, fax: 020 7 636 0 632, w eb: w w w. tuc .o rg .ukKnow Your Rights ho t l ine: 08 70 6 00 4 882

Produ ces a leaf let on bu l ly ing at w ork, o bt ainable v ia th e Kno wYou r Righ ts ph on e line

W orkp lace BullyingSuccess Un l im ited, PO Box 6 7, D idcot , Oxfo rdshire OX1 1 9YSte l: 01235 21 2286 , fax: 07000 78 5776web: www.successunl imi ted.co.ukProduces seminars, publications. Information available via the

websi te



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Furth er reading an d order fo rm

Assert ing Your Sel f – How to feel conf ident about get t ing more f rom l i fe C. Bi rch (How to Boo ks 19 99 ) £9 .99The A ssert iveness W ork bo ok : How to express you r ideas and stand up fo r you rself at w ork and in relat ion ships R. J. Paterson (New Harb ing er Press 2 00 0 ) £1 2 .99The BM A Fam ily Docto r Gu ide to Stress (Dorl ing Kindersley1999 ) £4 .99Counselling for Toads: A psychological adventure

R. de Board (Rou tledge 1 99 7) £8 .99Essential Help for your Nerves Dr C. W eekes (Tho rson s 20 00 ) £8.99Ho w to A ssert You rself (M ind 2 001) £1How to Cope w i th Panic A t tacks (M ind 20 00) £1How to Cope w i th Sleep Prob lem s (M ind 20 00) £1How to Deal w ith An ger (M ind 20 00) £1Ho w to In crease yo ur Self-esteem (M ind 2 001) £1How to Look Af ter Yoursel f (M ind 19 99) £1

Learn to Relax M . Georg e (Dun can Baird 20 00 ) £1 0.99M aking Sense of H erbal Rem edies (M ind 2 000) £3 .50M anage you r M ind: The m ental health f i tness gu ide G. Bu tler, T. Ho p e (Oxfo rd Un iversity Press 1 9 95 ) £8 .99The M ind Guide to M anaging St ress (M ind 2 000) £1The M ind Gu ide to Physical A ct ivi ty (M ind 20 01) £1The M ind Gu ide to Surv iving W ork ing Li fe (M ind 2 000) £1The M ind Guide to Yoga (M ind 2 001) £1

Overcoming Anxiety H. Kennerley (Robinson 1997) £7.99Overcoming Traumatic Stress: A self-help guide using cognit ive-behavioural techniques C. Herbert , A . W etm ore(Rob inson 19 99 ) £7 .99Su ccess fro m Setb acks G. Lindenfield (Thorson 1999) £5Understanding Talking Treatments (M ind 2 000) £1W ork and W orth : Take back your l ife T. Hum p h ries (New leaf2000 ) £6 .99



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