Workplace bullying too often goes unnoticed. But, according to a recent survey, it’s a serious problem. Are manufacturers acting on the subtle signs of bullying at work?
CareerBuilder recently released a survey on workplace bullying, and some of the finding were surprising.
According to the survey, 27% of workers have been bullied in the past, and 24% said they’re being bullied at their current job.
The survey also revealed that minorities are more likely to be a target of workplace bullying. The breakdown was:
- Physically disabled (44%)
- Gay, lesbian, bisexual and transsexuals (30%)
- Females (34%)
- African American (27%), and
- Hispanic (25%).
More surprisingly, over one fourth (27%) of respondents who said they were currently being bullied were in management positions.
When looking at the relationship between level of education and bullying, respondents earning only a high school diploma were most likely (28%) to be bullied in the workplace.
Workers with a bachelor’s degree were at higher risk of being a target than workers with an associate’s degree.
Finally, the survey showed that 28% of respondents making less than $50,000 annually said they have been victims of bullying, while only 19% of respondents making more than $50,000 said the same.
It’s clear that certain groups experience workplace bullying more often than others.
But the survey shows that no one is immune.
With nearly 1-in-5 (19%) workers quitting their jobs after being bullied, it’s important that managers are aware of possible bullying situations.
How to spot workplace bullying
Recognizing bullying at work isn’t always easy, because the bully will try to hide it and the victim may not want to speak up.
Here are a four subtle signs that bullying could be happening at your workplace:
1. Ignoring or excluding
If one of your workers is purposely avoiding someone or not inviting that person to work functions, it could signify some problems. Be mindful of how workers interact and note any odd behavior or lack of communication between workers.
2. Removal of responsibility and/or changing expectations
Workplace bullies use job responsibilities to gain control and make them feel helpless. If you notice a worker’s responsibilities constantly changing or being taken away, the person doing so could be a bully. Similarly, if someone is given unrealistic expectations or expectations that are constantly changing, it’s possible he or she is being taken advantage of.
3. Mood swings
Frequent changes in mood could be a sign of bullying. If you notice one of your workers is energetic and extremely social one minute, but solitary the next, he or she could be using mood swings to create a reaction from the victim. In this case, it’s extremely important to be aware of worker relationships and note any sudden changes.
4. Blaming or taking credit
These two signs are on opposite ends of the spectrum but can both signify workplace bullying. If a worker is constantly blaming others for mistakes or consistently taking credit for others’ successes, that worker could be a bully. These two behaviors are used to make the victim feel responsible for the bullying behavior or feel useless at work.
Responding to workplace bullying
The signs listed above can be subtle and might not be noticeable on an everyday basis. There are, of course, more obvious signs like aggression, coercion, blatant belittling and threats. Whether you notice small signs or more distinct ones, it’s important to respond accordingly.
Here are a few steps to follow if you suspect workplace bullying:
Track behavior
A worker ignoring another person in the warehouse isn’t a sure-fire sign of bullying, but you’ll want to keep track just in case the behavior continues or a complaint arises. When ignoring someone affects their ability to do a job or complete a task, there’s a problem.
Meet with each party individually
If you suspect bullying is taking place, it’s important to address the situation immediately. Sit down with both parties separately (and certainly with someone from HR) to discuss specific behavior you’ve noted that has concerned you. The bully likely won’t admit to any wrongdoing, but a simple conversation could encourage the victim to speak up.
Take the appropriate actions
At the conclusion of your meetings, you should have a better understanding of the situation. If neither the victim nor the possible bully expressed any concern, you may not be able to take further action. But it’s important to continue noting behavior and following up with both workers.
When there’s specific evidence that workplace bullying is occurring – verbal or written threats, assault, constant belittling – you should act immediately. Talk with HR about how best to move forward.
Have you experienced workplace bullying? What steps do you take to prevent bullying from occurring? Let us know in the comment section below.
