Workplace bullying has proven to be popular, with people often sharing their experiences on social media. Have you wondered what the proper channels are to deal with it?
Before we get to the proper channels, let us first dissect the key dynamics of workplace bullying. According to the South African Medical Association, workplace bullying is a persistent, and often subtle, pattern of abusive, intimidating, or demeaning behaviour designed to establish power, control, or superiority over a target. It thrives on organisational power imbalances, fear, and silence, causing severe psychological harm, high absenteeism, and reduced productivity.
Also see: Miss SA breaks its silence on Top10 finalist’s bullying allegations
The key dynamics of workplace bullying include:
- Systemic Power Struggle: Often a covert “macro-systemic competition for power”.
- Behavioural Indicators: The bullying often starts with subtle, non-verbal acts like social exclusion or undermining, and can escalate into overt humiliation, mockery, and verbal abuse.
- Stages of Development: It typically starts with a target being chosen, followed by a “honeymoon” phase where the bully gathers information for ammunition and finally, a deliberate effort to ruin the target’s reputation or drive them out of the organisation.
- Organisational Climate: It often flourishes in cultures with high stress, unclear roles and a lack of accountability allowing it to go unchecked.
- Psychological Impact: Victims often feel like they are “bad”, experiencing extreme stress, anxiety and a sense of humiliation.
- “Flight” or “Fight” Responses: Victims may try to leave (flight) or confront (fight) the bully, with both options often leading to further stress and isolation.
- Management Failure: The bullying is often perpetuated by a “bystander” effect, where colleagues and management fail to intervene due to fear of the bully or a lack of clear policies.
Also see: Things to never tolerate at work
Now that we have unpacked bullying, here is how to deal with it in the workplace:
EAPA-SA suggests that employers must take steps to maintain a work environment in which bullying does not take place. There must be stipulated measures and actions in place that discourage bullying and deal with it quickly and effectively if it happens. Specifically, employers must:
- Take a clear, zero-tolerance stand against bullying
- Ensure up-to-date policies and procedures that address issues related to employees respecting one another in both the physical or remote workplace
- Provide and promote easy access to impartial communication channels and support systems
- Process complaints fairly by implementing a standard investigation process to evaluate reported incidents without victimisation.
Also see: Dealing with a bullying boss
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