Workplace Bullying: Six Reasons Why it Continues
This is part two of the blog based on this Science Nordic article.
In my last blog I covered the reasons it is important for targets of workplace bullying to avoid the “workplace bullying” label when complaining to HR or management. In this blog I’ll discuss some of the reasons workplace bullying continues.
- Dictatorial management. I call this “Manipulative Leadership”- threats and intimidation are used to instill fear and thus have employee comply.
- Lack of clear work methods. This is when employees are at the mercy of managers and have no measurable outcomes for their work and are then vulnerable to the rampages of an angry boss.
- Signals from the management that individuals are expendable. If employees are expendable, creating an environment that supports seeking help is impossible.
- Conflicting demands to work. This creates chaos and confusion rather than a stable foundation for effective productivity
- A lack of empathy. This sends a message that “Nobody cares about your challenges with the boss” and thus leaves employees isolated. I would add:
- Distance from supervision. The farther a manager is from observation by a supervisor, the greater the chance that he or she can fall into bullying behavior.
If these sound like issues you are facing in your workplace, and you want to find a clear strategy to get your organization back on the right track, please contact me.
I’m Kathleen Bartle, a strategic consultant on workplace conflict to executives worldwide for more than 20 years. My work brings individualized solutions to your teams’ lost productivity, loss of key personnel, low morale, and the high costs resulting from bullying, abrasive behaviors and interpersonal workplace conflicts. You can contact me here.