It's behavior that drags down company morale and can be costly in innumerable ways: Think higher turnover, lower productivity, more sick days, and more workmen's compensation claims, just for starters.
Here's how managers can handle a bully in the office, keep costs associated with such behavior in check, and maintain a civilized workforce.
Keep an eye out for people who are afraid to speak up, or signs of obvious tension in certain groups.
Body language can be an indicator: Notice for instance, if Bob consistently doodles, rolls his eyes, or squeaks his chair when Sally talks — and only when Sally talks.
Keep an eye out for “mobbing,” in which a group of people gangs up on another worker.
However, bullies can also be peers, and occasionally subordinates. It may be missed by superiors; it may be known by many throughout the organization.
It can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation.
This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society.
Unproductive drama distracts surrounding work units, victimizes workers and prevents the achievement of company goals.
This material addresses a workplace where well-meaning leadership is disengaged or fearful.