Taking Down Workplace Bullies

By Lynne Curry

Bullying is epidemic. A 2014 survey published by the Workplace Bullying Institute found that 37 million U.S. workers face “abusive conduct” during their workday.

What can human resource professionals do to address this epidemic? A lot.

If you’re an HR professional who wants to make a real difference, you need to understand why an organization’s leaders hesitate to take action against bullies—and why HR is in an ideal position to manage and eliminate workplace bullying.

Understand what creates the bully exemption

Although bullies damage morale and productivity in the long run, many bullies produce great short-term results. This leads some senior executives to embrace bullies as hard-charging, bottom-line-oriented go-getters. As a result, when others complain about a bully, their protests fall on deaf ears and HR hears from leaders, “Say what you will, he gets results.”

Senior managers may have a blind spot in terms of bullies

Bullies can be charismatic and excel at workplace politics, able to kiss up even as they kick sideways and down. As a result, “Leaders may have a blind spot concerning bullies and reflexively defend them, saying, ‘That’s not the Bob I know,’ ” says Gary Namie, co-founder and director of the Workplace Bullying Institute. “Everyone else sees the con, but not the leader.”

What, then, can HR do?

Make a business case

Bullies demoralize employees, reducing employee productivity. Abusive work environments have other serious consequences for employers, including higher turnover and absenteeism rates and increases in medical and workers’ compensation claims. By making a business case, HR can convince an organization’s leaders to stop paying the bottom-line costs for bullying. 

Create an anti-bullying policy

Although few state or federal laws prohibit bullying, HR can create a policy banning workplace bullying. This both sets a standard for organizational behavior and provides HR with a tool for disciplining bullies who violate the policy.

Provide training

Without training, some managers and supervisors may view bullying allegations as a hot potato. HR can provide managers and supervisors with the training they need to make certain they understand their role in preventing and addressing bullying. When HR provides employees at all levels the skills and strategies they need to handle bullies and verbal confrontation, those trained learn how to deal with bullies and know that HR stands behind them.

Provide a grievance channel

Survey

Investigate and intervene directly

About Book Reviews

HR Magazine's Book Reviews keep you up to date on must-read titles related to HR and other business topics through weekly book reviews, author posts and recommendations. Looking for a good read? Visit the SHRMStore, our online bookstore, for a wide selection of HR books from multiple authors and disciplines, or sign up for a weekly e-newsletter, which highlights new titles and special offers.

For more information on how to contribute to the reviews, view our author guidelines.

View SHRM Books that support HR Behavioral Competencies

Join Our Book Group

Discuss your favorite HR book on SHRM Connect in the SHRM Book Group.

You can also interact with the SHRM editorial staff and learn about SHRM editorial and publishing operations at the SHRM Publishing and E-Media Group on SHRM Connect.