Handling Workplace Bullying

Workplace bullying isn't just a personal struggle. It’s a leadership and culture challenge. If you've ever felt undermined, silenced, or consistently targeted at work, know this: You're not alone. And it’s not something you have to endure silently. Bullying in the workplace can take many forms: ↳ verbal attacks ↳ exclusion ↳ undermining contributions Whatever the method, the impact is the same: It’s exhausting It's demoralizing It can affect your confidence, creativity, and mental health. But here's the good news: There are steps you can take to reclaim your voice and set boundaries that protect your well-being: 1. Recognize It for What It Is: → Bullying thrives in silence and ambiguity. → Acknowledge the behavior and name it. → Understanding that the issue lies with the bully, not you. 2. Document Everything: → Keep a record of incidents. → This isn't about being petty—it's about protecting yourself with facts. 3. Establish Boundaries: → Bullies often test limits. → Clearly communicate your boundaries in a calm, professional manner. 4. Seek Support: → Talk to trusted colleagues, mentors, or HR. → Sharing your experiences can help validate your feelings and provide you with practical advice. 5. Prioritize Your Well-Being: → It’s hard to stand strong when you’re running on empty. → Protect your energy by focusing on what truly matters. 6. Speak Up When Ready: → If it feels safe, consider addressing the behavior with the bully directly. → Use "I" statements to share how their actions affect you. As leaders, we also have a responsibility to create workplaces where bullying isn’t tolerated. This means fostering a culture of respect. Holding people accountable. And championing psychological safety for EVERYONE.

Empathy is strength. Empathy at work is not weakness. Weakness is fear dressed up as control. And teams quit leaders who make them feel small. Control can ship a product once. Manipulation can get you short term results. But empathy truly builds a company for years. People do their best work when they feel safe to speak. Harvard’s research on psychological safety shows this clearly. When people believe they will not be punished for candour, learning and performance rise (Edmondson, 1999, Harvard Business School). Creativity follows the same rule. When leaders notice progress and remove friction, ideas multiply and results improve (Amabile & Kramer, 2011, Harvard Business School). So empathy is not being “soft.” Here's how to build a worldclass culture at your workplace: 1) Make safety visible ➞ Start meetings with lessons learnt. ➞ This normalises truth over image. ➞ No blame, just solutions. 2) Practice the 70/20/10 rule in 1:1s ➞ Listen 70% of the time. ➞ Ask 20% open questions. ➞ Give 10% guidance. 3) Adopt a “no-surprises” policy ➞ Gauge how the team is feeling. ➞ Speed shows empathy in action. ➞ Remove roadblocks. 4) Reward candour, not politics ➞ Publicly thank the person who challenged a plan. ➞ If dissent is rare, it could mean fear is common. ➞ Track how often dissent shows up early. 5) Clarify roles ➞ Be clear on who makes decisions. ➞ Invite input from those closest to the work. ➞ Clarity improves plans. 6) Close the loop ➞ When someone gives feedback, tell them what changed. ➞ Progress is proof that speaking up matters. ➞ No procrastination on action items. 7) Model expectations ➞ Be firm on standards. ➞ Be kind in delivery. ➞ People mirror your actions, not what you say. When there is more truth at work, there are fewer surprises and better results. Have you ever been punished for telling the truth at work? ------- ➕ Follow Jonathan Maharaj FCPA for finance‑leadership clarity. 🔄 Share this insight with a decision‑maker. 📰 Get deeper breakdowns in Financial Freedom, my free newsletter: https://lnkd.in/gYHdNYzj 📆 Ready to work together? Book your Clarity Session: https://lnkd.in/gyiqCWV2 Article references in the comments.

I managed teams for 10 years before I learned this important truth: Empathy isn't a "soft skill." It's your most powerful leadership tool. I once had a top performer who was missing deadlines. Instead of asking "Why isn't this done?" I asked "How can I support you?" Turns out, she was dealing with family health issues but was afraid to speak up. That one conversation changed everything. 8 ways I learned to show empathy at work: — Listen without jumping to fix things — Be flexible when life throws curveballs — Make time for non-work conversations — Give praise in public, feedback in private — Create space where no question feels stupid — Support mental health days, not just sick days — Ask how you can help, not why things aren't done — Treat your team like people first, employees second When you lead with empathy, productivity and loyalty naturally follow. You don't have to choose between being human and being successful. The most effective leaders are both. Because at the end of the day, people don't leave bad jobs. They leave environments where they don't feel understood or appreciated. Want to transform your team? Start with empathy. It's the investment that pays the highest returns. ♻️ Agree? Repost to spread the message. Thanks! 📌 Follow Justin Wright for more on emotional intelligence. Want my 99 best cheat sheets? Get them free: BrillianceBrief.com

When you watch a coworker get bullied, silence isn’t neutral it helps bullying thrive. Bullies only stop when their behavior costs them something. But it’s not just leaders who hold that power, every one of us can help create those consequences. Here’s what you can do right now: Call it out in the moment, calmly. Don’t let it slide as a joke or “tough talk.” Say something like, “That felt disrespectful,” or “Let’s keep this professional.” Your voice can stop the behavior immediately. Support the person being targeted. Check in privately - “Are you okay? I saw what happened, and I’m here if you need to talk.” Sometimes, just knowing someone’s on your side matters more than anything. Help document what’s happening. Encourage your coworker to note dates, times, and details. This builds a case if they decide to report it later. Know your company’s policies. Understand how bullying is handled and guide your coworker on next steps , whether that’s HR, a trusted leader, or an anonymous report. Create social consequences. By refusing to laugh at, ignore, or join in bullying, you strip the bully of the audience they crave. Talk openly about why respect matters. Bullies thrive in silence and shadows. Your action, small or big helps turn the tide.

Stress resilience hinges on our responses. I recall a time in sales when a client was furious over an issue unrelated to us. I faced a choice: defend our position or listen empathetically. Rather than reacting defensively, I paused to center myself. This simple technique helped me stay calm and attentive, allowing me to acknowledge their feelings without escalating the situation. Mindfulness and breathwork are essential for managing stress. They enable us to remain present and respond thoughtfully instead of impulsively. To build resilience: - Recognize your triggers - Use breathwork to cultivate calm and clarity Ultimately, resilience is how we engage. Acknowledging the situation, having a listening ear and smiling can transform tension into opportunity. #Resilience #Mindfulness #Breathwork #Empathy #Compassion

What is organizational responsibility in protecting employees from #bullying? 😖💔 The feeling of a bullied employee being told that "bullying is not illegal" - and hence, there is no recourse - is one of the most heartbreaking things I can think of. Yes, bullying protections in the US (which vary by state) often are insufficient for addressing bullying, especially when it occurs within the same demographic (involving people of the same gender, race, or age), as it often does - or in the cases of upward bullying. But that does not mean organizations should just sit back and let the abuse continue. Whether it is technically illegal or not, human and organizational well-being call for creating systems that prevent bullying and nip in in the bud when it does occur. I am thrilled to have been quoted in Lisa Nagele-Piazza, SHRM-SCP article that looks at both legal and organizational aspects of addressing bullying. My key suggestion for employers is to focus on structural and systemic prevention of bullying. Prevention integrated within #HumanResources and #Management systems is the key to success and creating healthy organizations. In addition, organizations can: ❗Set clear expectations and be consistent. Employers that do not consistently enforce their policies risk negatively affecting morale. Plus, inconsistencies can create legal liability. ❗Train employees. Employers may want to add anti-bullying to their harassment prevention program. Notably, some employers must already do this under state law. In California, for example, employers with at least 50 employees must include “abusive conduct” prevention as a component of their mandatory anti-harassment training. ❗Establish a reporting process. “Employers should strive to create an environment in which employees feel free to raise concerns and are confident that those concerns will be addressed,” according to the EEOC. ❗Promptly and thoroughly investigate complaints. Take complaints seriously, and consider designating an experienced person or team to conduct investigations. ❗Assess company culture. Regularly assess organizational culture to detect early signs of a toxic environment.  We can do better. Do not tolerate toxic 🛑⚠ behavior.

Let's be real: How many of us have felt that pit in our stomachs before walking into a meeting where we know we'll be the only POC? Or experienced the frustration of being mistaken for another WOC in the office? Or walked into work feeling confident and looking fly, all while bracing for the attempt to touch our hair or inevitable inappropriate comment? These aren't just "minor inconveniences." They're symptoms of larger issues that jeopardize our mental health, career trajectories, and sense of self. The stats paint a stark picture: - Black women make up a mere 1% of executives in S&P 500 companies. - Only a handful of WOC have raised significant venture capital funding. - We constantly battle what researchers call "double jeopardy"––facing harsher judgment for the same mistakes as our peers. But here's what I want you to remember: Your mental health is not negotiable. Your wellbeing is not a luxury. It's the foundation of your power, creativity, and ability to break through barriers every single week. So how do we protect ourselves without giving up on our ambitions? Here are seven strategies: 1. Know you can leave: Your talent deserves respect. 2. Find adaptive coping strategies: Manage stress and protect your mental health. 3. Keep building your support network: Seek out other WOC, join professional organizations, connect with mentors. 4. Plan your exit strategy: Know your options. 5. Document: Keep records of accomplishments and any inappropriate incidents. 6. Cultivate sponsors: Look for influential advocates for your career advancement. 7. Practice self-compassion: Give yourself grace and space. Remember, we're not merely surviving in these spaces––we're redefining them. Your presence matters. Your visibility is power. That's why I'm more convinced than ever that we need spaces to gather, heal, and strategize together. Spaces free from the White, male, mainstream gaze. Imagine a virtual sanctuary where you can: ✨ Process workplace challenges with other WOC who truly get it ✨ Learn strategies for maintaining mental health in challenging environments ✨ Access resources on recognizing and combating workplace bias ✨ Connect with coaches dedicated to uplifting women of color If this resonates, let's connect. Your experiences will shape this community into the supportive space we all deserve. Your mental health is your power source. Guard it fiercely, nurture it compassionately, and never be afraid to put it first. You are seen. You are valued. And you are so much more than the battles you face at work. Together, we can keep rewriting the narratives and building the inclusive work communities we deserve.

😡 Bullying in the workplace: what should HR do? Social media is abuzz with stories about HR trying to bury anything negative about bosses and behaviours. While those who work in HR know this isn't true, we also need to do a better job of making people feel heard. So, if someone comes to you and is feeling bullied, harassed or marginalised, do the following. 📃 Listen and Document the Complaint Listen Actively Provide a safe and private environment for the employee to share their experience. Show empathy and understanding, ensuring their concerns are taken seriously. Document Thoroughly Please record all details of the complaint, including dates, times, locations, people involved, and any specific incidents mentioned. This documentation is vital for any potential investigation and resolution; send over the document and give them 24 hours to think about and add anything additional. ✅ Please Note: You're asking someone to relive something causing distress. 🕵♂️ Conduct a Fair and Confidential Investigation Investigate Promptly: Initiate an investigation as soon as possible. Ensure that the process is thorough, impartial, and confidential to protect the privacy and rights of all parties involved. Gather Evidence: Collect relevant evidence, such as emails, messages, witness statements, and any other pertinent information that can corroborate ✅ Please Note: The person who started this will be in a heightened state of anxiety and have regular check-ins planned. 🎯 Take Appropriate Action: Evaluate Findings: Based on the investigation, determine if the allegations are substantiated. If so, look a appropriate disciplinary actions, which could range from a warning to termination, depending on the severity of the behavior. ✅ Please Note: At this moment, you should be consulting with senior management to inform them of the process and recommended steps. 🆘 Provide Support: Offer Counseling: Provide access to counselling and/or coaching services or an Employee Assistance Program (EAP) to support the emotional well-being of the affected employees. If both remain in the business, consider mediation to rebuild their working relationships. 👨🏫 Implement Preventive Measures Training and Education: Conduct training sessions for all employees on recognising, preventing, and addressing workplace bullying. Ensure that everyone is aware of the company’s policies and the consequences of such behaviour. ✅ Please Note: Training isn't putting together a crappy video and putting it on your Intranet. I know HR can feel like the rope in a tug of war in this situation but the goal is to be Switzerland and to make everyone feel they can be open and honest and then for us to communicate openly and honestly about all elements of the investigation. If you can do this well in HR people's happiness and confidence in the company will GROW HUGELY 🌱

Last week, I had the privilege of facilitating a three-day leadership training for all the managers and directors of a local government agency. The day our training began, I received heartbreaking news: a family friend had died by suicide as a result of a workplace issue. The tragedy was a gut-wrenching reminder that what happens inside our organizations—and inside our people—matters deeply. It reinforced why I begin almost every leadership training with the foundation of the Step into Your Moxie® Vocal Empowerment System: developing a strong Inner Voice. When leaders don’t understand or tend to their own inner dialogue—or the voices that dominate their team members’ internal narratives—employee engagement, performance, and well-being suffer. Sometimes, the consequences are far worse. So, in this training, we lingered longer than usual on self-talk. We explored: What voices hold the mic in your head, especially during uncomfortable moments? How does that internal chatter show up in communication and leadership with team members? What do you think the people you lead say to themselves, especially when they make a mistake, receive feedback, or feel overwhelmed? And then we got practical. When we transitioned into a module on coaching direct reports through a performance improvement plan, we began with empathy mapping. Because we had spent time building intrapersonal awareness, participants were able to go deeper, to look past surface-level behaviors and identify fears, assumptions, and narratives driving their employees’ actions. We talked about how to do this in the real world, especially during 1-on-1s and more formal coaching moments. We talked about how to take these insights into everyday leadership. Participants identified the importance of: -Beginning 1-on-1s with a genuine check-in—asking how people are really doing, and gently probing when someone’s initial answer feels surface-level. -Shifting from “How do I fix this?” to “Where does this person need support?”—and staying open to the idea that what people most need may not be more training or resources, but to feel seen and heard. -Removing isolation and building trust—by creating consistent space for honest dialogue, leaders reduce stigma and strengthen the foundation for positive mental health at work. When leaders prioritize presence over perfection—and connection over correction—they help rewrite the internal narratives that so often go unchecked. This is how we create cultures where people not only perform better, but also feel safer, stronger, and more human at work. Because sometimes, the most powerful leadership skill we have is helping someone shift the voice that says they’re not enough or that they’re alone as they navigate tough times.