Understanding Workplace Bullying

I continue to receive an increasing number of inquiries about the subject of bullying as it relates to campus civility. In December, I wrote about student bullying. However, bullying is not limited to students. Bullying can also affect the workplace, creating a toxic work environment that is apathetic, ineffective, and dysfunctional. College and university employers are no exception.

Workplace bullying involves deliberate, repeated, and hurtful acts that take place at work or in the course of employment. Bullying is distinguished from isolated acts of incivility in that bullying is intentional, systematic, and persists over time. The harassment occurs repeatedly and regularly (at least once a week) over a period of time (at least six months).  

Common examples of workplace bullying include verbal abuse, threatening and intimidating conduct, constant criticism, undermining of work performance, exclusion, marginalization, spreading rumors, overloading with work, and taunting. This conduct is characterized by unfair and unwarranted treatment. 

The goal of the bully is to use negative social pressure to humiliate, undermine, or demean the target. The deliberate and continuous pattern of abuse can cause severe psychological damage to the victim. In fact, the American Psychological Association recently reported that the psychological impact of dealing with workplace bullying may be more harmful than sexual harassment. 

There have been a number of studies that show that failing to address bullying in the workplace may have a significant financial impact on the employer. For example, a workplace that is ravished by bullying is less productive. Robert Sutton, management professor at Stanford University, estimates that productivity declines as much as 40 percent in workplaces dominated by bullies. Employees who are bullied have higher rates of absenteeism, are more distracted at work, and exhibit lower levels of morale and engagement. 

Another significant expense associated with workplace bullying is turnover related costs. A report released by No Workplace Bullies suggests that up to 30 percent of bullied employees, and up to 20 percent of employees who witness bullying, will resign when bullying persists. Turnover related costs, which often include recruitment, training, severance pay, and lost productivity, can be 50 percent or more of the exiting employee’s annual salary. Accordingly, replacing just one employee as a result of bullying could cost the employer thousands of dollars. 

Lost productivity and turnover related costs are not the only expenses. If bullying persists, employers could face unnecessary legal expenses in addressing employee conflict, lawsuits, and workers compensation claims. For example, the University of Virginia is currently defending a lawsuit seeking more than $10 million in damages. The lawsuit alleges the university negligently failing to address claims of bullying which resulted in an employee suicide. 

Bullying is a serious problem for employers. It can create an uncivil environment that reduces productivity, morale, and engagement and can drive some of the most talented employees out the door. These repercussions can take a significant financial toll on an organization. Accordingly, employers should take meaningful steps to promote a more respectful working environment and a culture of civility. When employees are afforded a safe and bully-free workplace, they will likely be more productive, innovative, and engaged. A culture of civility does not mean that colleagues will always agree, but rather differences will be vetted respectfully and without malicious personal attacks, threats, or verbal harassment.   

Kent M. Weeks