Let’s Talk About the Elephant in the  Workplace: Bullying

We all want a workplace that’s bustling with collaboration, innovation, and good vibes. But sometimes, the vibe shifts, and instead of teamwork, there’s tension. That tension? It might just be workplace bullying.

It’s an uncomfortable topic, but ignoring it won’t make it go away. In fact, workplace bullying can tank morale, wreck productivity, and turn your dream team into a nightmare. So, let’s unpack what it is and, more importantly, how to deal with it.

1. Recognising Bullying: It’s More Than Playground Tactics

Workplace bullying isn’t just one-off snarky comments or a colleague having a bad day. It’s repeated, unreasonable behaviour that risks someone’s health and safety. Think verbal abuse, intimidation, exclusion, or undermining someone’s work. Sound familiar? That’s your cue to step in.

2. Documentation: The Paper Trail That Saves the Day

Bullies thrive on silence. Encourage employees to log incidents—dates, times, what happened, and who was around. It’s not about writing a novel; it’s about building a clear picture. That journal could be the key to resolving the issue.

3. Report and Reassure: Be the Boss Who Backs Their Team

Nobody wants to feel like a snitch, but reporting bullying is vital. Make it clear that your organisation takes these reports seriously, handles them confidentially, and will protect employees from retaliation. HR isn’t just there to shuffle papers—they’re there to advocate for your people.

4. Conflict Resolution: Talking It Out (When It’s Safe to Do So)

Sometimes, the best approach is a calm, assertive conversation. Other times, it’s safer to bring in a mediator. The key is to focus on rebuilding professional relationships without sweeping the behaviour under the rug.

5. Policies and Legal Know-How: Your Safety Net

Every workplace should have a rock-solid bullying policy. In Australia, the Fair Work Commission is your go-to, while in Aotearoa/New Zealand, the Employment Relations Act and Human Rights Act have your back. Share these resources with your team—they’re empowering, not just paperwork.