Bullying in the workplace: Recognizing the signs and what you can do about it

Here's the deal: schoolyard bullying doesn't end after graduation. Not a lot of people talk about it but bullying is quite common in many workplaces around the globe. In a 2007 Zogby International survey, an estimated 37% of workers in the US or roughly 54 million people have reported experiencing bullying at their jobs. Here in Asia, there was a case two years ago in Singapore where an incident involving a supervisor verbally and physically abusing his intern was caught on cam, with the resulting video getting spread like wildfire around the web. Given its prevalence, it is important for both employees and employers to recognize signs of bullying in the workplace in order to quash it right away.

It is important to note that not all forms of intimidation or reprimand constitute as bullying. In some institutions, like in the military for example, aggression is encouraged as part of the training. This helps subordinates get used to harsh conditions in the battlefield. During training, recruits are pushed to their limits through tough physical and mental tests.

It's another story altogether outside of the military. Their kind of training has no place in a different workplace setting. Unfortunately (as the numbers show), bullying in an office or corporate setting occurs and it can be a lot subtler and harder to detect.

Experts agree that there is a fine line between strong management and bullying. Objective comments that are intended to give constructive feedback are considered normal and not usually considered bullying. What is abnormal is unreasonable treatment that is persistent and causes physical or mental harm to the victim.

So when does it go beyond what is considered normal? Ask yourself this question:"Would most people consider the action objectionable?"

If the answer is still unclear and you find yourself wondering if YOU yourself are a victim of bullying in the workplace, check the following situations and see if it's happening to you:

Am I being bullied?

1. You find yourself constantly getting screamed at, cursed, and insulted.
2. Your co-workers spread false stories or rumors about you around the office.
3. Intentional sabotage, for example delaying requests or setting up impossible tasks for you to accomplish.
4. Your mistakes get highlighted for no constructive reason.
5. You get ostracized or ignored socially.
6. Your privacy gets intruded upon by spying or stalking.
7. Getting excessive or unwarranted punishments.
8. You receive offensive jokes at your expense.
9. Your colleagues take credit for your accomplishments.
10. Physical abuse

The impact of bullying on the individual and the workplace

Workplace bullying is not some small matter that can be brushed aside for it affects not just the victim but also the people around him and the company. The victim feels the brunt of the attack and it may manifest in feelings of frustration, anger and helplessness. He/she may feel worthless and that he/she has nothing contribute to the organization. Aside from that, the stress over bullying may manifest through physical symptoms which may include insomnia, headaches and a loss of appetite. In worst case scenarios, it may even lead to the victim developing cardiovascular problems.

Consequently, when the pattern of abuse continues the aforementioned symptoms may worsen leading to increased absenteeism, low morale and poor performance at work. Companies in turn deal with high turnovers, a tarnished reputation and when issues escalate that legal authorities had to intervene, pay outs to victims claiming workers' compensation. In short, a hostile environment is bad for business, whichever way you look at it.

Fixing the problem

Given these facts, what is the best recourse of action for victims? On the side of the company, what can they do to prevent or to fix this problem in the workplace?

If you are on the receiving end of abuse, firmly but calmly tell the aggressor to stop. If that doesn't stop things, escalate the issue to a supervisor who can help out in mediation. In a 2007 report conducted by Arizona State University's Project for Wellness and Work-Life, a group that examines the relations between work, wellness and domestic life, advises victims to report the incidents to their colleagues, superiors and human resources in a cool and collected manner. Keeping a diary or a recording of the incidents will also serve as proof when the time comes that evidence is called for.

On the part of the company, eliminating bullying in the workplace starts with a commitment from the management to instill company policies to fix the problem. There should be conscious effort on the part of the organization to maintain vigilance over the monitoring of abusive behavior. Such action will make victims feel safe and potential bullies think twice about doing abusive behavior in the workplace. Make it clear that human resources will not tolerate such a type of behavior.

The bottom line is this: a harmonious and peaceful workplace will always serve the company better in the end, even if that means letting go of bullies who are strong performers.

Garry Mathiason, a senior partner in the San Francisco office of Littler Mendelson, a top employment and labor law firm has this to say, "If you decide in favor of the harmony and teamwork of the group, and take the short-term deficit of losing what is otherwise a good performer, you're going to be more successful as an organization, because the team can always outperform the individual."

If all else fails, leaving the company may end up being the victim's best response to abusive behavior in the workplace, especially if his/her physical and mental being is at stake. It's simply not worth putting your health at risk. You can find better opportunities when you decide to leave and see what is out there

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