Workplace bullying is a widely recognized problem that many organizations are working hard to combat. It often involves employees in superior positions exploiting those lower in the corporate hierarchy. However, there’s an unsettling workplace twist to this narrative gaining traction, and it’s high time we shed light on it. This trend is termed reverse bullying. In this blog, we shall uncover the growing concern of workplace reverse bullying and learn how to address it effectively. This blog also presents a comprehensive insight into the implications of such behavior and how a proactive and empathetic approach can nurture a harmonious work culture.
The Workplace Bullying Institute revealed that in 2017, a staggering 27% of managers reported being bullied by their subordinates. This percentage has increased from 23% in 2014, indicating a significant rise in the issue of reverse bullying within the contemporary professional setting.
What is reverse bullying?
Reverse bullying occurs when subordinates use threats or manipulation to avoid being held accountable by their superiors or coworkers. It adds a new layer of complexity to the bullying phenomenon in the workplace, highlighting the need for organizations to rethink their anti-harassment policies and ensure they cater to all hierarchies within the business.
The Rise of Reverse Bullying:
I found a fascinating article in the Harvard Business Review discussing workplace bullying. It’s crucial to address this often-ignored problem of bullying reversal. This practice includes hostile behaviors, sustained malicious criticism, intentional underperformance during tasks assigned by superiors, or even targeted manipulation. This stark deviation from the conventional understanding of workplace bullying significantly impacts overall productivity and stifles a healthy work culture.
A survey conducted by the Chartered Institute of Personnel and Development (CIPD) sheds light on workplace bullying and the role of fear. Astonishingly, it revealed that a large number of employees feel their companies overlook workplace bullying and harassment—a concerning fact that underscores the crucial need for proactive involvement in tackling these instances.
Detecting Reverse Bullying
Reverse bullying includes behaviors such as chronic criticism, excessive monitoring, and purposeful underperformance on assigned tasks. It often manifests in deliberate miscommunication, intentional errors, and strategic absences during important deadlines or meetings. This subtle form of bullying can significantly disturb the overall organization’s dynamics and work harmony.
Imagine being assigned as a manager of a team only to encounter an employee like Benny, who, to save himself from the tedious part of his responsibilities, would deliberately mishandle them. His strategy was simple yet distressing: perform poorly and get relieved from the troublesome tasks. Interestingly, HR couldn’t fire him due to the herculean task of proving incompetence and the generous company policies in favor of the employees.
The Impact of Reverse Bullying
A prevailing culture of reverse bullying can cultivate bitterness, escalate stress-related complaints, heighten employee turnover, and undermine the overall workplace culture. The underlying threat of a legal backlash can also deter superiors from addressing such behavior, creating a negative loop of unaddressed issues.
Dealing with Reverse Bullying Effectively
Should you be on the receiving end of reverse bullying, don’t hesitate to approach HR or higher management. Clear communication and resisting the urge to retaliate are also key. It’s essential to remember that such behavior stems from the bully’s insecurities. Managers must take prompt action to confront such behaviors, discussing clear expectations and consequences.
Psychology Today, in its article ’10 Reasons Why Bullying Destroys a Workplace,’ enlists the multiple adverse effects of bullying on workplace performances and the overall well-being of employees. It further suggests a set of pertinent strategies to mitigate and deal with bullying, such as establishing unequivocal policies, imparting effective training, and promoting a positive and empathetic work environment.
Final Thoughts:
Addressing reverse bullying paves the way forward to a harmonious and efficient workspace. Leaders must exhibit prompt and decisive action when confronted with such issues, clearly communicating expectations and subsequent consequences if these are not met. In the end, creating a work environment that is open, respectful, and safe can help reduce harmful behavior and promote a healthy workplace.
With the right strategies and proactive management, reverse bullying can be effectively addressed and mitigated in the workplace.