Workplace bullying is a common occurrence with negative implications that can lead to a hostile work environment. To stop workplace bullying, organizations must recognize and address these behaviors quickly and effectively to help mitigate the risk of legal action or other impacts to their bottom line.
What Is Workplace Bullying?
Workplace bullying is an unreasonable action intended to intimidate, degrade, or undermine an individual or group. According to a recent survey by the Workplace Bullying Institute (WBI), 30% of U.S. workers report being bullied at work (up from 17% just four years ago). Some of the most frequently reported types of workplace bullying include verbal abuse, exclusion, spreading rumors, or sabotaging work. Over time, these negative bullying behaviors can contribute to a hostile work environment that can lead to employee dissatisfaction, negative work performance, turnover, or even litigation.
While bullying and other forms of workplace misconduct, such as harassment or discrimination, can overlap, they are not always the same. Bullying often manifests as targeted criticism, social exclusion, or reputational damage through false rumors or gossip. Recognizing these behaviors is just the first step, and understanding their broader consequences is equally important. Left unchecked, workplace bullying can erode trust, damage organizational culture, and undermine employee well-being.
It’s also critical to understand the legal distinction: workplace bullying, on its own, does not violate federal anti-discrimination laws such as Title VII of the Civil Rights Act. However, when bullying involves harassment based on a legally protected category, such as race, sex, religion, or national origin, it may contribute to a legally recognized “hostile work environment.” Even when bullying does not meet this legal threshold, it can still cause significant harm, including decreased morale, increased turnover, and reputational damage.
The Impact of Workplace Bullying on Organizations
The impact of workplace bullying on organizations can be costly and hurt their bottom line if left unaddressed. From reputational damage to productivity losses and legal action, misconduct such as workplace bullying can touch nearly every aspect of an organization. A study from the American Psychological Association estimates that bullying causes U.S. organizations to lose $300 billion each year through direct and indirect effects, such as decreased productivity, absenteeism, turnover, and legal costs.
The harmful implications of bullying can leave a lasting impact on organizations. For example, bullying could lead to an increase in negative workplace behaviors such as lower employee morale, increased mistrust, and a toxic work environment. Unfortunately, turnover and performance are two major effects of workplace bullying that are all too common, as these issues can create decreased productivity, higher error rates, and stunted collaboration among teams. In addition, organizations may experience high turnover rates due to burnout and dissatisfaction, increasing their need for recruitment and training costs.
How to Identify Workplace Bullying
Identifying signs of workplace bullying is key to mitigating the risk of creating a hostile work environment. To effectively spot these issues, it’s critical that organizations have a reporting process in place for employees to report any potential bullying they experience or witness. As part of this reporting process, organizations should look for patterns of complaints about specific individuals or teams. In addition to misconduct management data, it’s important to evaluate employee data such as increased absenteeism or high turnover rates, when trying to identify a potential problem.
Providing employees with access to secure, 24/7 reporting tools, both anonymous and non-anonymous, can make it easier to document and address workplace bullying. Organizations that implement multi-channel reporting avenues create a safer environment where employees feel more comfortable speaking up. Streamlining the reporting process not only encourages early intervention but also helps employers track patterns and respond effectively to misconduct.
Solutions to Handle Workplace Bullying
A bully-free workplace begins with implementing processes that effectively manage the misconduct from end to end. Organizations must adopt solutions that emphasize confidential reporting designed to encourage employees to speak up without fear of retaliation. By leveraging third-party solutions, organizations can remove the fear of retaliation, so employees know their complaint will be reviewed and investigated by a non-biased party. Having a system like this in place helps organizations maintain ethical and compliant practices, fosters a respectful workplace, and mitigates risks.
In addition to clear reporting processes, organizations should have effective solutions in place to investigate instances of misconduct, such as bullying, and to determine appropriate resolutions. Third-party investigations not only remove bias, but can often move more quickly, as they are not slowed by lack of time or resources. They can move swiftly through the investigation process, which is critical for issues such as workplace bullying.
Addressing workplace bullying requires a proactive, structured approach that prioritizes transparency, accountability, and employee well-being. Employers should implement clear reporting mechanisms that allow employees to safely voice concerns, whether through internal or third-party systems. A confidential and well-communicated process helps foster trust and encourages early intervention before bullying escalates. Additionally, organizations must follow through on reported incidents with thorough, prompt, and unbiased investigations. Whether handled by internal HR teams or external experts, taking swift action helps mitigate risks, support affected employees, and reinforce a culture of respect.
Beyond reactive measures, organizations should take a preventative stance by promoting awareness, offering training, and setting clear behavioral expectations. Leadership plays a crucial role by modeling appropriate workplace behavior and holding all employees accountable. By adopting these strategies, employers create an environment where employees feel safe, respected, and empowered to perform at their best, ultimately supporting a stronger, more resilient workplace.To learn more about how to identify and stop workplace bullying, check out Work Shield’s misconduct management solution here.
