Workplace Bullying: The Silent Killer of Professional Growth
A client of mine recently shared a troubling experience that underscores a pervasive issue in many workplaces: bullying at work. During a team call with board members, she was publicly put down by one of them in front of her peers, direct reports, and other executives. The remarks weren’t about her performance but seemed rooted in a lack of respect for her as she grows into her new executive-level role. The experience left her shaken, embarrassed, and questioning her place at the table. Unfortunately, this scenario is not unique. Workplace bullying—especially when it comes from those in positions of power—can be deeply damaging to both individuals and organizations.
What is Workplace Bullying?
Workplace bullying goes beyond occasional criticism or tough feedback. It is a pattern of behavior meant to intimidate, belittle, or undermine another person. It can take many forms, including:
Public humiliation or belittling, as my client experienced
Undermining a colleague’s authority or credibility
Excluding someone from important discussions or decisions
Excessive micromanaging or setting someone up to fail
Spreading rumors or speaking negatively about someone behind their back
Unlike schoolyard bullying, workplace bullying is often more subtle. It can be disguised as "tough love," "just joking," or “holding someone accountable.” However, when the intent or impact is to demean, it crosses the line into toxic behavior.
The Consequences of Workplace Bullying
The effects of workplace bullying extend beyond the individual targeted. When employees feel unsupported or belittled, it leads to:
Decreased confidence and performance: Constant criticism and public humiliation can cause employees to second-guess themselves, leading to hesitation and lower productivity.
High turnover rates: Talented professionals who experience bullying often choose to leave rather than endure a toxic environment.
Poor workplace culture: When bullying is tolerated, it creates a culture of fear, distrust, and disengagement. Other employees may become reluctant to speak up or take risks, knowing they could be next.
Legal and reputational risks: Organizations that ignore bullying open themselves up to potential lawsuits, bad press, and loss of top talent.
Why Does Workplace Bullying Happen?
Workplace bullying, particularly at higher levels, often stems from insecurity, power struggles, or resistance to change. In my client’s case, the board member’s behavior wasn’t about her ability—it was about their discomfort with her stepping into a leadership role. Many bullies mask their actions under the guise of "mentorship" or "direct communication," but their real motivation is control, not constructive feedback.
How to Address Workplace Bullying
If you or someone you know is experiencing workplace bullying, here are key steps to take:
Document everything: Keep a record of instances, including dates, times, and witnesses. This can be useful if you need to escalate the issue.
Stay professional: Responding with anger can backfire. Instead, remain composed and address inappropriate comments with clarity and confidence.
Seek support: Talk to a mentor, HR representative, or trusted colleague about the situation.
Set boundaries: If possible, establish clear boundaries with the individual to minimize direct engagement.
Hold leaders accountable: Organizations must foster a culture where bullying is not tolerated. Leaders should intervene when they see toxic behavior and ensure a safe, respectful work environment.
A Call for Change
My client’s story serves as a reminder that workplace bullying—especially when coming from those in power—must not be ignored. Organizations need to do more than just talk about professional respect; they need to enforce it. Creating a culture of psychological safety, where employees can grow without fear of public humiliation, is essential to long-term success.
If you’re in a leadership role, ask yourself: Are you fostering an environment where people feel valued, or are you allowing unchecked power dynamics to stifle growth? Change starts with awareness—and action.
Author’s note: I help leaders develop to their fullest potential and achieve great results. To learn more about my work, reach out to me at 212.470.6139 or at nh@impactfulcoaching.com.